Why Do They Stay? Job Tenure Among Certified Nursing Assistants in Nursing Homes

Wiener, Joshua M.; Squillace, Marie R.; Anderson, Wayne; Khatutsky, Galina

doi:10.1093/geront/gnp027

Cited by 61 publications

(65 citation statements)

References 23 publications

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“…In this descriptive analysis, immigrants appear to have a slightly longer tenure at the facility than non-immigrant CNAs. In a multivariate analysis, however, Wiener, Squillace, Anderson, and Khatutsky (2009) found that, after controlling for demographic and work-related factors, there was no statistically significant difference by immigration status in job tenure among all CNAs, but among CNAs with more than 1 year working at the facility, immigrants had shorter lengths of time on the job.…”

Section: Discussionmentioning

confidence: 84%

Immigrant and Non-Immigrant Certified Nursing Assistants in Nursing Homes: How Do They Differ?

Khatutsky

Wiener

Anderson

2010

Journal of Aging & Social Policy

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This study analyzes the 2004 National Nursing Assistant Survey and other survey data to examine the characteristics and experiences of immigrant and non-immigrant certified nursing assistants (CNAs) in nursing facilities. Descriptive results focus on differences in personal characteristics, working conditions, extrinsic rewards, work experiences, job satisfaction, and workplace discrimination. The findings indicate that immigrant CNAs are older, better educated, and somewhat more highly paid than their non-immigrant counterparts but also experience substantial levels of discrimination and language-related communication barriers at work. The paper discusses major policy issues that arise from the increase in immigrant labor in long-term care.

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Section: Discussionmentioning

confidence: 84%

Immigrant and Non-Immigrant Certified Nursing Assistants in Nursing Homes: How Do They Differ?

Khatutsky

Wiener

Anderson

2010

Journal of Aging & Social Policy

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“…Only 4 of the 188 worked in non-residential settings; three of these were home hospice workers. Respondents had solid NH experience, averaging 11 years in long-term care and almost 7 years in the current position; this tenure is substantially higher than that reported for NAs nationally32. Almost half the sample lived in small towns, a third, in large cities.…”

Section: Methodsmentioning

confidence: 87%

“…The group resembled NAs nationwide31, 32 in that they were predominantly female, in their mid-30s and high-school educated. Only 4 of the 188 worked in non-residential settings; three of these were home hospice workers.…”

Section: Methodsmentioning

confidence: 94%

Perceived Barriers to Effective Job Performance Among Nursing Assistants in Long-Term Care

Parmelee

Laszlo

Taylor³

2009

Journal of the American Medical Directors Association

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Objectives: This research explored perceived barriers to job performance among a national sample of nursing assistants (NAs). Specific objectives were (a) to clarify which of the problems identified by previous research are most troublesome for NAs, (b) to develop a reliable quantitative measure of perceived barriers to job performance, and (c) to test construct validity of the measure vis-à-vis work-related psychological empowerment and job satisfaction. Methods: Nursing assistants attending the 2006 national conference of the National Association of Health Care Assistants completed a paper-and-pencil survey including 33 barriers to job performance and standardized measures of empowerment and job satisfaction. The barries were also rated by a small sample of NAs at a single Georgia nursing home. Results: Factor analysis of barriers items yielded a 30-item Nursing Assistants Barriers Scale (NABS) comprising 6 subscales: Teamwork, Exclusion, Respect, Workload, Work Stress, and New NAs. Lack of teamwork and exclusion from communication processes were rated as most problematic by both samples. The 6 NABS subscales were significantly and independently associated with empowerment and satisfaction; different barriers predicted the two constructs. Discussion: This study is a first step toward quantitative assessment of NAs' perceptions of barriers to doing their jobs. Primary limitations are the select sample and use of a job satisfaction measure that may have artificially inflated correlations with the NABS. Nonetheless, results confirm the validity of the new scale as an operationalization of the barriers construct. Conclusion: The concept of barriers to job performance is a unique construct from work empowerment and satisfaction with one's job. Nursing assistants clearly differentiate various barriers, converging on workload and lack of teamwork as most problematic. Further work is needed to substantiate validity and reliability of the NABS, particularly with respect to NAs' actual job performance, intent to stay on the job versus leave, absenteeism and turnover.

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“…Variables derived from the Area Resource File, Online Survey Certification and Reporting (OSCAR), and Minimum Data Set (MDS) were merged with the nursing home survey. Previous work on retention and turnover of CNAs indicates that important covariates are for-profit status, chain status, small facility size, large facility size, occupancy rate, location of facility in a metropolitan county, percent of residents with Medicaid, number of NHAs the nursing home has had in the past year, unemployment, registered nurse (RN) hours per day per resident, licensed practical nurse (LPN) hours per day per resident, CNA hours per day per resident, county nursing home beds, and county home health agencies (Banaszak-Holl & Hines, 1996; Castle & Engberg, 2005; Donoghue & Castle, 2007; Kash, Castle, Naufal, & Hawes, 2006; Kostiwa & Meeks, 2009; Probst et al, 2010; Wiener, Squillance, Anderson, & Khatutsky, 2009). Measures of staffing hours per resident per day were calculated from nursing home staffing data from OSCAR, described elsewhere (Tyler et al, 2013).…”

Section: Methodsmentioning

confidence: 99%

Staff Empowerment Practices and CNA Retention: Findings From a Nationally Representative Nursing Home Culture Change Survey

2016

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This article examines whether staff empowerment practices common to nursing home culture change are associated with certified nursing assistant (CNA) retention. Data from 2,034 nursing home administrators from a 2009/2010 national nursing home survey and ordered logistic regression were used. After adjustment for covariates, a greater staff empowerment practice score was positively associated with greater retention. Compared with the low empowerment category, nursing homes with scores in the medium category had a 44% greater likelihood of having higher CNA retention (odds ratio [OR] = 1.44; 95% confidence interval [CI] = [1.15, 1.81], p = .001) and those with high empowerment scores had a 64% greater likelihood of having higher CNA retention (OR = 1.64; 95% CI = [1.34, 2.00], p < 001). Greater opportunities for CNA empowerment are associated with longer CNA retention. This research suggests that staffing empowerment practices on the whole are worthwhile from the CNA staffing stability perspective.

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Why Do They Stay? Job Tenure Among Certified Nursing Assistants in Nursing Homes

Cited by 61 publications

References 23 publications

Immigrant and Non-Immigrant Certified Nursing Assistants in Nursing Homes: How Do They Differ?

Immigrant and Non-Immigrant Certified Nursing Assistants in Nursing Homes: How Do They Differ?

Perceived Barriers to Effective Job Performance Among Nursing Assistants in Long-Term Care

Staff Empowerment Practices and CNA Retention: Findings From a Nationally Representative Nursing Home Culture Change Survey

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