Contingency, Employment Intentions, and Retention of Vulnerable Low-wage Workers: An Examination of Nursing Assistants in Nursing Homes
Contingency, Employment Intentions, and Retention of Vulnerable Low-wage Workers: An Examination of Nursing Assistants in Nursing Homes
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DOI：
10.1093/geront/gns085
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发表时间：
2013-04-01
期刊：
影响因子：
5.7
通讯作者：
Marshall, Victor W.
中科院分区：
文献类型：
--
作者：
Dill, Janette S.;Morgan, Jennifer Craft;Marshall, Victor W.
研究目的：虽然工作流动的理论一般假设工作满意度，意图和保留之间的强相关性，这种模式可能是有限的，在解释低工资的医疗保健工作者的流动。由于缺乏资源来缓冲高薪工人，低薪工人可能有较低的能力按照他们的就业意图或计划采取行动。在这项研究中，我们研究的工作满意度，意图和保留护理助理在养老院和权变因素的作用，就业意向和保留之间的关系。我们将应急因素概念化为与资源相关的约束（例如，单身母亲），这可能会影响个人的就业轨迹，但可以独立于工作满意度或意图。设计和方法：我们使用来自美国南部一个州18家养老院的315名护理助理的调查数据来模拟就业意向和保留。结果：我们发现，工作满意度和其他感知的工作特征（例如，工作量和感知的护理质量）是个人留在工作岗位、护理助理职业和长期护理领域的意图的重要预测因素。然而，我们发现，工作满意度和就业意向是不显着的预测保留。相反，作为主要养家糊口的人和个人特征（例如，任期和过去的医疗保健经验）似乎是留住护理助理的更有力因素。影响：我们的研究结果对理解低工资医疗保健工作者的流动率和使用代理人，如就业意向，在衡量流动率的影响。
Purpose of the Study: While theories of job turnover generally assume a strong correlation between job satisfaction, intention, and retention, such models may be limited in explaining turnover of low-wage health care workers. Low-wage workers likely have a lower ability to act on their employment intentions or plans due to a lack of resources that serve to cushion higher wage workers. In this study, we examine the relationship between job satisfaction, intention, and retention of nursing assistants in nursing homes and the role that contingency factors play in employment intentions and retention. We conceptualize contingency factors as resource-related constraints (e.g., being a single mother) that likely influence employment trajectories of individuals but can be independent of job satisfaction or intent. Design and Methods: We use survey data from 315 nursing assistants in 18 nursing homes in a U.S. southern state to model employment intentions and retention. Results: We find that job satisfaction and other perceived job characteristics (e.g., workload and perceived quality of care) are significant predictors of an individual's intent to stay in their job, the occupation of nursing assistant, and the field of long-term care. However, we find that job satisfaction and employment intentions are not significant predictors of retention. Instead, contingency factors such as being a primary breadwinner and individual characteristics (e.g., tenure and past health care experience) appear to be stronger factors in the retention of nursing assistants. Implications: Our findings have implications for understanding turnover among low-wage health care workers and the use of proxies such as employment intentions in measuring turnover.