Stayers, leavers, and switchers among certified nursing assistants in nursing homes: a longitudinal investigation of turnover intent, staff retention, and turnover.
Stayers, leavers, and switchers among certified nursing assistants in nursing homes: a longitudinal investigation of turnover intent, staff retention, and turnover.
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疗养院认证护理助理的留任者、离职者和调换者：对离职意向、员工保留和离职率的纵向调查。
DOI：
10.1093/geront/gnr025
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发表时间：
2011
期刊：
影响因子：
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通讯作者：
Leana,CarrieR
中科院分区：
文献类型：
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作者：
Rosen,Jules;Stiehl,EmilyM;Mittal,Vikas;Leana,CarrieR
目的：关于养老院注册护士助理(CNA)流动率的研究是典型的横断面研究，包括全职和兼职员工。我们进行了一项纵向研究，以评估与全职留任或离职相关的工作因素和工作态度。对于那些没有留下来的人，我们评估了离开的原因和工作转换后的满意度。设计和方法：通过宾夕法尼亚州卫生部的CNA登记随机抽取一家护理机构每周工作30小时的≥进行电话调查，在基线和一年后。结果：在两次调查的620人中，532人(85.8%)留在(留在)，52(8.4%)转到另一机构(转换者)，36(5.8%)离开这个行业(离职者)。在基准线上，转移者报告称，与留下来的人相比，转移者的离职意向更高，收益更少，并离开去寻找新的机会。离职者的工作满意度和情绪幸福感较低，他们离开是因为健康原因。低工作满意度和低情绪幸福感对离职倾向有预测作用。实际营业额只能通过营业额意向和没有医疗保险来预测。薪酬并不能预测离职意向或离职。含义：有两类不同的CNA对离职有贡献。态度因素，如工作满意度和情绪幸福感，通过离职意向影响实际离职。即使考虑到方法上的差异，这一流失率也低于之前的研究，后者使用替代方法，并包括兼职工人。这项研究将有助于养老院管理者更好地了解与员工离职相关的工作相关因素。
Purpose:Studies of certified nursing assistant (CNA) turnover in nursing homes are typically cross-sectional and include full-time and part-time workers. We conducted a longitudinal study to evaluate the job factors and work attitudes associated with just full-time staying or leaving. For those who did not stay, we assessed reasons for leaving and satisfaction following job transition.Design and Methods:A random sample of CNAs identified through the Pennsylvania Department of Health's CNA registry, working≥30 hr weekly in a nursing facility was surveyed by telephone at baseline and 1 year later.Results:Of the 620 responding to both surveys, 532 (85.8%) remained (stayers), 52 (8.4%) switched to another facility (switchers), and 36 (5.8%) left the industry (leavers). At baseline, switchers reported higher turnover intentions and fewer benefits compared with stayers and left for new opportunities. Leavers had lower job satisfaction and emotional well-being and left for health reasons. Turnover intentions were predicted by low job satisfaction and low emotional well-being. Actual turnover was predicted only by turnover intentions and by the absence of health insurance. Pay was not a predictor of turnover intent or turnover.Implications:There are two distinct groups of CNAs contributing to turnover. Attitudinal factors, such as job satisfaction and emotional well-being, are mediated via turnover intentions to effect actual turnover. Even accounting for methodological differences, this turnover rate is lower than previous studies, which use alternative methods and include part-time workers. This study should help nursing home administrators better understand the work-related factors associated with staff turnover.