The Iowa Peer Workforce Collaborative (IPWC) has released a report, "Study Finds Several Factors Related to Job Commitment and Satisfaction Among Peer Workers in Iowa." Along with Jodie Huju of Full Circle Recovery, the IPWC's Katelyn Akright and Carol Coohey found that coworker understanding of the peer worker role, coworker valuing peer worker contributions, coworker support, and organizational support (including professional and promotional opportunities) were related to both job satisfaction and commitment to their organizations. 

Abigail Heaton and Carol Coohey of the Iowa Peer Workforce Collaborative have published a new report, "Should I Stay or Should I Go? The Role of Financial Security, Fair Compensation, Promotional and Professional Growth Opportunities, and Wage Incentives." They found that perceived fair compensation and fewer promotional and professional growth opportunities were strongly related to peer staff members' intent to leave their positions. Most peer workers (91%) reported that a 10% pay increase would increase their likelihood of staying in their position. In comparison, only 41.7% reported that a 10% pay increase at another organization would increase their likelihood of leaving.