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

Abstract

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.

Estresse tecnológico e a intenção de permanecer nas organizações: A qualidade de vida e o conflito trabalho-lar medeiam essa relação?

“…With regards to the impacts of the work-home conflict on the intention to stay in the organization, the proposed model corroborates the studies by Nelson et al (2020), Yamaguchi et al (2016), Colombo andGhislieri (2008), Boyar, Maertz, Pearson andKeough (2003) and Allen (2001)as it reveals that the conflict at home, that is, the difficulties of fulfilling both family and work responsibilities ( Netemeyer, McMurrian and Boles, 1996), contribute to ICT users turnover. That means that employees may not want to stay in the organization.…”

“…Particularly, the interaction between worker-technology-organization has triggered in the professional, the loss of quality of life until he/she reached the point of abandoning work due to having his/her personal life invaded (Carlotto, 2011). Nelson et al (2020) studies on elderly professional caregivers highlighted job satisfaction, work-home conflict, stress and the intention to leave the job, based on qualitative and quantitative data. Findings show that 24% had the intention to leave job due to the conflict between the latter and the family.…”

Job Competency and Intention to Stay among Nursing Assistants: The Mediating Effects of Intrinsic and Extrinsic Job Satisfaction

“…Many studies discuss the intention to stay of nursing assistants, which is mainly related to job satisfaction [ 2 , 3 , 4 , 5 ]. Although many studies have explored factors affecting the job satisfaction of nursing assistants (e.g., job stress [ 2 ], psychological empowerment [ 6 ], and received support from peers and managers [ 6 ], these studies did not consider the personal abilities of nursing assistants.…”

Impact of Job Engagement on the Quality of Nursing Services: The Effect of Person-Centered Nursing in South Korean Nurses

“…Efforts to reduce negative psychological factors such as exhaustion and stress of medical staff are continuously being implemented to improve the quality of medical care [ 10 , 12 , 22 ]. In addition, we are working to enhance positive factors such as job engagement and job satisfaction [ 10 , 11 , 29 ]. The results of this study showed that there was a significant positive correlation between job engagement and the quality of nursing service.…”