Differences in determinants of intention to stay and retention between younger and older nursing assistants in long‐term care facilities: A longitudinal perspective

Abstract

Aims This study examines differences in the determinants of intention to stay (Time 1) and actual retention behaviour at follow‐up (Time 2) between younger and older nursing assistants in long‐term care facilities. Background The shortage of nursing assistants in long‐term care is increasing, and the nursing assistant workforce is also ageing. Methods Data were obtained from a stratified equal probability sample of 595 nursing assistants from 137 institutions over a two‐year period in Taiwan. Multilevel modelling was utilized for analyses. Results High organisational support and low burnout were associated with high intention to stay at Time 1 for both older and younger nursing assistants. However, the retention of older nursing assistants at Time 2 was more strongly influenced by high work latitude, the use of an optimization strategy and less burnout at Time 1, while the retention of younger nursing assistants at Time 2 was more likely to be affected by personal factors such as gender and marital status at Time 1. Conclusion Organisational factors, the use of selection, optimization, compensation strategies, and burnout were more strongly associated with retention of older nursing assistants than of younger nursing assistants. Implications for Nursing Management Nursing assistant managers should recognize the needs of nursing assistants vary by age and stage of life. Retention programs that are designed to account for age differences will be more effective at retaining nursing assistants.

Factors influencing smoking cessation counselors' intention to stay: An application of a conceptual model of intention to stay verified with path analysis

“…In this study, the smoking cessation counselors' average score for intention to stay was 4.64 points (1–7 points). Studies have reported that the average willingness-to-stay scores of critical care nurses in intensive care units at urban hospitals, regular nurses employed in long-term care facilities, nursing assistants in nursing homes, and nursing assistants in long-term care facilities were 13.96 points (4–20 points), 3.5 points (1–5 points), 2.84 points (1–4 points), and 9.78 points (3–13 points), respectively, all of which are higher than our study population's average intention to stay ( 9 , 30 – 32 ). These studies were conducted in the context of a nursing shortage and heavy workload, and the intention to stay was still higher than that of this study.…”

Serial multiple mediation of psychological empowerment and job burnout in the relationship between workplace bullying and turnover intention among Chinese novice nurses

“…This study found that the prevalence rate of turnover intention was high, which was consistent with Fang' study (Fang, 2016 ). Individual attributes such as young age, less years of nursing experience, a lower job title, unmarried status, contract employment (such as, staffing of personnel agent, contract employee), and lower pay were associated with novice nurses' high turnover intention (Chao & Lu, 2020 ; Yang & Chen, 2020 ), meanwhile, health administrators are advised to apply the job rotation approach by enhancing job satisfaction and reducing job conflict and turnover (Alfuqaha et al, 2021 ). Furthermore, the results indicated that workplace bullying was significantly correlated with turnover intention, and the indirect effect was mediated through psychological empowerment and job burnout.…”

“…The type of hospital, educational level, self‐evaluation, and professional status were found as important predictors of burnout (Alfuqaha et al, 2019 ). Previous studies found that younger nurses were more likely to face burnout (Chao & Lu, 2020 ) since they perceived that their profession lacked authority and power (Alfuqaha et al, 2019 ); moreover, 52.46% of novice nurses were reported as experiencing high levels of occupational burnout in China's public hospitals (Ma et al, 2021 ). Liu et al ( 2018 ) demonstrated that workplace violence had a positively significant relationship with job burnout and turnover intention for Chinese nurses in a tertiary hospital.…”

“…Nurse turnover is recognized as a primary issue for hospitals, leading to financial loss, demoralizing employees, reducing efficiency and productivity, and undermining nursing care quality and patient safety (Back et al, 2020 ; Chan et al, 2021 ). Novice nurses are a critical resource for the nursing shortfall; however, they are especially vulnerable to leave the nursing profession (Chao & Lu, 2020 ; Kox et al, 2020 ). Many empirical studies support turnover intention as the immediate precursor for actual turnover; however, turnover intention triggered by a chain of workplace bullying, psychological empowerment, and job burnout in the professional life of novice nurses has been neglected by research.…”

What relationships can be found between nurses' working life and turnover? A mixed‐methods approach

“…Another study of nurses' actual turnover and personal characteristics found increased likelihood of being single, aged 30 or younger, and ≤3 years of hospital working experience (Dewanto & Wardhani, 2018). Chao and Lu (2020) found that intention to stay was related to actual retention 2 years later; other predictive factors were married, optimization and low emotional exhaustion. A meta-analysis (Nei et al, 2015) of voluntary turnover found that nurses who had worked at the organisation for a longer period, were older and had higher network centrality, higher job control, perceived good leadership (supportive and communicative), higher commitment, job involvement and job satisfaction were less likely to leave.…”