Stayers, Leavers, and Switchers Among Certified Nursing Assistants in Nursing Homes: A Longitudinal Investigation of Turnover Intent, Staff Retention, and Turnover

Rosen, Jules; Stiehl, Emily; Mittal, Vikas; Leana, Carrie R.

doi:10.1093/geront/gnr025

Cited by 96 publications

(85 citation statements)

References 20 publications

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“…2, 8, 40–42 Consistent provision of appropriate training is an important element of the culture change movement 43, 44 to improve care giving, and to decrease violence towards staff. 8, 12, 18 LTCs that adopt culture change models benefit by experiencing reduced worker turnover, higher occupancy rates, and improved competitiveness in the market place.…”

Section: Discussionmentioning

confidence: 99%

An Internet Training to Reduce Assaults in Long-Term Care

Irvine

Billow²,

Gates³

et al. 2012

Geriatric Nursing

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Physical and verbal assaults by residents on care staff are not uncommon in long-term residential care facilities (LTCs). This research evaluated an Internet training designed to teach Nurse Aides (NAs) strategies to work with aggressive resident behaviors. Six LTCs were randomized in an immediate treatment (IT) and delayed treatment (DT) design, and NAs were recruited in each (IT: n = 58; DT; n = 45). The treatment involved two weekly visits to the on-line training. Hard copy assessments collected participant responses at baseline (T1), 8 weeks (T2), and at 16 weeks (T3). The DT group viewed the program after T2. HLM models show significant group differences at T2 in knowledge and the levels were maintained at T3. The number of aggressive incidents reported per day by the IT group were non-significant at T2, but decreased significantly from T1 to T3 with a very large effect size. The program was well received by users. These results suggest that the Internet training was an effective tool to reduce assaults in LTCs, and training effects may improve over time as NAs gain experience using the techniques.

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Section: Discussionmentioning

confidence: 99%

An Internet Training to Reduce Assaults in Long-Term Care

Irvine

Billow²,

Gates³

et al. 2012

Geriatric Nursing

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“…Flinkman, Laine, Leino‐Kilpi, Hasselhorn, & Salanterä, ; Hasselhorn et al., ; Heinen et al., ; Josephson, Lindberg, Voss, Alfredsson, & Vingård, ; Jourdain & Chênevert, ; Lavoie‐Tremblay, Paquet, Marchionni, & Drevniok, ; Li, Galatsch, Siegrist, Müller, & Hasselhorn, ; Liu et al., ; Ma, Lee, Yang, & Chang, ; Stordeur & D'Hoore, ; Van der Heijden et al., ; Yıldız, Ayhan, & Erdoğmuş, ). Fewer studies have been conducted on nurses’ wishes to leave long‐term care for older people (Bostick, Rantz, Flesner, & Riggs, ; Castle, ; McKnight, ; Rosen, Stiehl, Mittal, & Leana, ; Tummers, Groeneveld, & Lankhaar, ; Wiener, Squillace, Anderson, & Khatutsky, ). Some studies have considered both nursing homes and hospitals (Estryn‐Behar, Van der Heijden, Fry, & Hasselhorn, ; Van der Heijden, van Dam, & Hasselhorn, ).…”

Section: Introductionmentioning

confidence: 99%

Should I stay or should I go? Nurses’ wishes to leave nursing homes and home nursing

Bratt

Gautun

2018

J Nurs Manag

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Aims This study investigates the prevalence of nurses’ wishes to leave work in elderly care services and aims to explain differences between younger and older nurses. Background Health‐and‐care services, and specifically elderly care services, experience problems recruiting and retaining nurses. Method A nationwide survey among nurses in Norway with 4,945 nurses aged 20–73 (mean age = 41.8), 95% female. Structural equation modelling was used, analysing the whole sample as well as analysing younger and older nurses as separate groups. Results Of the nurses surveyed, 25% wanted to work outside elderly care services and 25% were uncertain. The wish to leave was much more frequent among younger nurses. Reported working conditions were a strong predictor of the wish to leave, and a much stronger predictor among younger nurses than older nurses in nursing homes. Conclusions Working conditions are a major predictor of nurses’ wishes to leave elderly care services, especially among younger nurses in nursing homes. Implications for Nursing Management Attempts to reduce turnover in elderly care services need to address the working conditions for younger nurses, for instance by reducing the time young nurses work in isolation.

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“…Dissatisfied nurses have been found to have a more distanced attitude towards work (Demerouti, Bakker, Nachreiner, & Schaufeli, 2000) and a negative influence on resident well-being (McHugh, Kutney-Lee, Cimiotti, Sloane, & Aiken, 2011). Job satisfaction has also been identified as a central factor to retain staff (Rosen, Stiehl, Mittal, & Leana, 2011;Vernooij-Dassen et al, 2009). The assumption that job satisfaction is important has led to an increased interest in identifying the factors that could contribute to the job satisfaction of health professionals.…”

Section: Introductionmentioning

confidence: 99%

Associations between job satisfaction, person‐centredness, and ethically difficult situations in nursing homes—A cross‐sectional study

Vassbø¹,

Kirkevold²,

Edvardsson

et al. 2018

Journal of Advanced Nursing

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Aim To explore the associations between job satisfaction and perceived person‐centredness and ethically difficult situations among staff in nursing homes (NHs). Background Previous studies have indicated that person‐centredness and few ethically difficult situations can contribute positively to NH staff's job satisfaction. However, empirical evidence of these associations is lacking. Design Cross‐sectional survey design. Method Nursing home staff (N = 341) in six NHs in Australia, Norway, and Sweden completed the questionnaire measuring job satisfaction, person‐centredness, and ethically difficult situations. Data were collected between April – June 2016. Univariate analysis was used to describe the sample, one‐way analysis of variance examined differences between variables. Bivariate correlation tested the relationships between variables and hierarchical multiple regression explored the extent to which person‐centredness and ethically difficult situations could explain job satisfaction among staff. Results After controlling for socio‐demographic variables in a regression model, three variables of person‐centredness and “ethically difficult situations” were significantly associated with job satisfaction. A “climate of community” contributed the most, followed by the “amount of organizational and environmental support,” “a climate of everydayness,” and few “ethically difficult situations.” Conclusion The results support the theoretical foundation and previous findings suggesting that establishing NHs organizations based on person‐centredness will increase staff job satisfaction. However, this is a cross‐sectional study and the causality may go in both directions and should be further explored.

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Stayers, Leavers, and Switchers Among Certified Nursing Assistants in Nursing Homes: A Longitudinal Investigation of Turnover Intent, Staff Retention, and Turnover

Cited by 96 publications

References 20 publications

An Internet Training to Reduce Assaults in Long-Term Care

An Internet Training to Reduce Assaults in Long-Term Care

Should I stay or should I go? Nurses’ wishes to leave nursing homes and home nursing

Associations between job satisfaction, person‐centredness, and ethically difficult situations in nursing homes—A cross‐sectional study

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