The first year: employment patterns and job perceptions of nursing assistants in a rural setting

Abstract

While the training site does not appear to impact retention, the first 6 months of employment appear critical. The CNAs cited pay as a reason for leaving LTC, but better pay did not characterize the jobs taken by the CNAs who left. Implications for nursing management. This study highlights the importance of the first 6 months of employment to retention and provides practical information for nurse managers evaluating the resource-effectiveness of hosting training programmes. Additionally, the key issues influencing retention were identified and practical suggestions for nurse managers to improve retention are provided.

Facilitators and Barriers Surrounding the Role of Administration in Employee Job Satisfaction in Long-Term Care Facilities: A Systematic Review

“…Condescending management style occurred 15 times (15.31%) [27,34,35,38,41,42,46,51,66,71,77]. High job demands, which included factors such as physical and psychological burdens [25], understaffing [38,46,67], heavy workloads [38,78], lack of time to complete tasks [40,43], limited staffing resources [46], reduced teamwork [46], unfair hours [67,71], regulations on nurse roll flexibility [72], and physical exhaustion [65], occurred 13 times (13.27%) [25,38,40,43,46,65,67,71,72,77,78]. Lack of self-care as exhibited by the associates occurred 9 times (9.18%) 30,33,33,46,47,54,59].…”

The quality of work life of registered nurses in Canada and the United States: a comprehensive literature review

“…19 Interestingly, both nurses and certified nursing assistants presented a drop of job satisfaction at six months after their employment start date. 19,20 These two longitudinal studies, however, present response bias with the use of the same survey at each test point, and 66% attrition before the 1 year test point. 19,20 Job satisfaction, retention, and work ability scores were also reported greater after a continuing education seminar for a small sample (n = 47) of certified nursing assistants.…”

Nursing Assistants’ Dilemma: Caregiver Versus Caretaker

“…Also, job training around stress management and strategies for dealing with the death of patients for incoming CNAs have been recommended (Meyer, Raffle, and Ware 2012). Fostering positive lines of communication between CNAs and their nurse supervisors can help CNAs cope with stressful situations and learn from a more experienced mentor (Bégat, Ellefsen, and Severinsson 2005).…”

“…While caregivers report that providing high-quality care for patients is a deeply satisfying part of their jobs (Utriainen, Kyngäs, and Nikkilä 2009; Chou 2012), many providers also experience job dissatisfaction, mental, emotional, and physical exhaustion, or burnout due to professional demands (Maslach, Schaufeli, and Leiter 2001; Drebing, McCarty, and Lombardo 2002; McCarty and Drebing 2003; Meyer, Raffle, and Ware 2012). Direct care providers experience distress when the work organization interferes with or impedes their ability to care for patients in an ethical and dignified manner (Severinsson and Hummelvoll 2001; Bégat, Ellefsen, and Severinsson 2005).…”