Factors Effecting Volunteer Ombudsman Effort and Service Duration: Comparing Active and Resigned Volunteers

Nelson, H. Wayne; Netting, F. Ellen; Huber, Ruth; Borders, Kevin

doi:10.1177/0733464804267581

Cited by 12 publications

(5 citation statements)

References 14 publications

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“…The association between role conflict and role ambiguity with job satisfaction/dissatisfaction and withdrawal decisions has been widely reported across work settings (Kahn et al, 1964; Örtqvist & Wincent, 2006). Regarding nursing homes (NHs), one study found that role conflict was the most enervating stressor for active long-term care (LTC) Ombudsmen (Nelson, Netting et al, 2004). Ombudsmen, like NHAs, must balance resident autonomy with beneficence and face similar competing demands/expectations from families, staff, regulators, and others that are not always consistent with their resident rights–based focus.…”

Section: Literature Reviewmentioning

confidence: 99%

Nursing Home Administrator’s Job Satisfaction, Work Stressors, and Intent to Leave

et al. 2020

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This study examines how job satisfaction in six subscales and select stressors and demographic covariates influence nursing home administrator’s (NHA) intentions to quit. Quantitative and qualitative data were collected from 311 NHAs in five states. Adjusted odds ratios and 95% confidence intervals for the ordered logistic regression models indicated that NHAs with satisfying work demands, rewards, and coworkers, and who experienced less role conflict and had fewer prior nursing home jobs had lower turnover intentions. Although generally satisfied, roughly 24% reported intending to quit. Surprisingly, NHAs reporting higher job skills were more likely to consider leaving, suggesting that talented NHAs may choose career advancement eased by stigma-free job-hopping in an industry with high mobility norms. Qualitative data suggested that job satisfaction/dissatisfaction was influenced by a more nuanced interpretation of satisfying and more taxing job facets and quitting triggers, including themes such as helping residents and struggling with regulations.

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Section: Literature Reviewmentioning

confidence: 99%

Nursing Home Administrator’s Job Satisfaction, Work Stressors, and Intent to Leave

et al. 2020

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“…Volunteer movement is inconceivable without a close connection with patriotic upbringing, as one of its basic directions (Nelson, Netting, Huber & Borders, 2004).…”

Section: Resultsmentioning

confidence: 99%

Volunteer Movement’s Social Regulation In Public Space Of Modern Youth

Bandurin¹,

Bandurina²

2018

The European Proceedings of Social and Behavioural Sciences

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“…Consistent with pre-COVID-19 research, RC among NHAs is predictive of higher TI (Nelson et al, 2021). Research on other long-term care roles suggests that RC emerges as a “most discouraging factor” (Nelson et al, 2004, p. 318). This is arguably due to an inescapable plethora of fundamental NH “goal incompatibilities” (Nelson & Cox, 2004, p. 86).…”

Section: Discussionmentioning

confidence: 99%

Psychological and Structural Burdens and Nursing Home Administrator Turnover Intentions During the COVID-19 Pandemic

Nelson,

Yang,

McSweeney-Feld

et al. 2023

J Appl Gerontol

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The COVID-19 pandemic created challenges for U. S. nursing home administrators (NHA) and staff. This study explored organizational and psychological factors associated with NHA stress, dissatisfaction, and turnover intent (TI) during the third year of the pandemic. Results from a nationwide, cross-sectional survey of 1139 NHAs were merged with Centers for Medicare and Medicaid Services nursing home survey deficiency, staffing, complaint, and other operations data. A hierarchical, generalized estimating equations model with ordered logit link found that NHAs with higher COVID stress (AOR = 1.65, 95% CI = 1.22, 2.23), higher use of agency/contract staff (AOR = 1.50, 95% CI = 1.08.2.09) and higher role conflict were more likely to indicate TI. NHAs with higher job satisfaction in workload, work content, and rewards were less likely to hold TI. Industry leaders should create strategies to reduce NHA’s job stress and role conflicts and provide opportunities for improving staff recruitment and retention, reducing reliance on agency staffing.

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Factors Effecting Volunteer Ombudsman Effort and Service Duration: Comparing Active and Resigned Volunteers

Cited by 12 publications

References 14 publications

Nursing Home Administrator’s Job Satisfaction, Work Stressors, and Intent to Leave

Nursing Home Administrator’s Job Satisfaction, Work Stressors, and Intent to Leave

Volunteer Movement’s Social Regulation In Public Space Of Modern Youth

Psychological and Structural Burdens and Nursing Home Administrator Turnover Intentions During the COVID-19 Pandemic

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