This study was an attempt to add to the existing research base, as well as fill in agap in the literature with regard to speech language pathologists in public educationalorganizations in Texas. Variables explored in this study were recruitment, retention,career commitment, organizational commitment, job satisfaction, job overload, andturnover intent.The purpose of this study was to explore the relationship between recruitment,retention, career commitment, organizational commitment, job satisfaction, job overload,and the turnover intent of speech language pathologists in Texas. Additionally, this studysought to identify those factors that most influence the recruitment and retention ofspeech pathologists.A random sample of 500 speech pathologists was identified for participation inthis study. Responses were elicited via Questionnaires, and consisted of eight sections:(a) demographic information and (b) seven previously validated and reliable instruments related to the variables identified in this study. All instruments were deemed appropriatefor use in this study and were set to a six-point Likert scale.The data revealed that job responsibility, pay level, size of caseload, needing ajob, and administrative support played a major role in the recruitment of speechlanguage pathologists. On the other hand, job satisfaction, caseload, and job securitywere found to be the most influential in the retention of speech language pathologists.Furthermore, recruitment, retention, and job overload were found to have a significantpositive relationship to turnover intent in speech pathologists, whereas careercommitment, organizational commitment, and job satisfaction were found to have asignificant negative relationship to turnover intent.
