Job Resignation in Nursing Homes During the COVID-19 Pandemic: The Role of Quality of Employer Communication

Abstract

Limited research has examined coronavirus disease 2019 (COVID-19)-related work stressors experienced by nursing home (NH) employees and how these stressors may impact employees’ decision to resign when taking organizational factors into account. Thus, the purpose of this study was to investigate whether quality of employer communication related to COVID-19 and staff preparedness to care for residents with COVID-19 can mediate the effects of COVID-19-related stressors on NH employees’ ( N = 1,730) decision to resign. Results from path analyses indicate that higher quality of communication and more optimal preparedness mediated the relationship between COVID-19-related stressors and likelihood of resignation. Specifically, higher levels of COVID-19-related stressors were indirectly associated with reduced likelihood of resigning through the paths of more optimal communication and preparedness. Findings underscore the importance of effective employer communication during emergencies in NHs.

A global overview of healthcare workers’ turnover intention amid COVID-19 pandemic: a systematic review with future directions

“…Nurses who were infected or had team members who were infected with COVID-19 [ 45 ] or received COVID-19 positive patients [ 35 ] were more likely to experience turnover intention. Within nursing home staff, facing increased COVID-19-related challenges, such as a lack of personal protective equipment (PPE) and increased risk of COVID-19 transmission, were indirectly and positively associated with turnover [ 33 ].…”

“…Organisational trust and perceived organisational support were core factors that protected nurses from increased turnover intention [ 63 ]. Other factors, such as quality employer communication and job preparedness, were also associated with decreased turnover intention among nursing home staff [ 33 ]. Moreover, leadership support was linked to decreased turnover intention among nurses [ 41 , 65 ].…”

Supporting dementia family care partners during COVID-19: Perspectives from hospice staff

“…38 This caused political divisiveness across the nation, and we are seeing the effects of the disharmony coupled with strain of the pandemic in the extreme form of staffing turnover 39 and vaccine hesitancy in healthcare assistants. 40 Also, most facilities have started regulating visitation access again. It is becoming near impossible to be inclusive in mandating the new federal policy in states where unvaccinated loved ones and clinicians are compulsorily being isolated as well as depleted with an already understaffed healthcare workforce.…”

Managing the Impact of COVID-19 in Nursing Homes and Long-Term Care Facilities: An Update

“…208 However, in the same cohorts, the importance of social support at work has been shown to promote professional satisfaction. 209 Studies examining staff resignations highlight the importance of effective employer communication, particularly in emergencies, 210 and an increased focus on communication and support, with access to mental health support, for nursing home staff is imperative at an organizational level. 211 Importantly, issues around low wages and lack of financial incentives may need to be resolved in order to attract and retain additional staff within the sector.…”