Date of Conferral
2021
Degree
Doctor of Healthcare Administration (D.H.A.)
School
Health Services
Advisor
Dr. Lloyd Ford
Abstract
AbstractEvery year, many nursing assistants in the United States leave their positions. The high level of turnover can be disruptive to patient care and costly to organizations needing to replace workers; another consequence can be increased job dissatisfaction among remaining staff. Despite the high turnover in nursing facilities, there remains a research gap regarding the factors that promote employee retention. The purpose of this study was to examine nursing assistants’ beliefs about job satisfaction as an approach to prevent job turnover and retain high-achieving staff in nursing homes in the United States among the older adult population. Herzberg’s motivation-hygiene theory served as the theoretical framework. The research question examined whether a relationship existed between high staff turnover and employee commitment, occupation fulfillment, employee benefits, work environment, and motivation among nursing assistants in the United States. A secondary analysis of data from 70 studies was used to answer the study’s research question and test three corresponding hypotheses. A correlational analysis revealed a statistically significant inverse relationship between turnover intention and each of the following variables: employee commitment, occupation fulfillment, staff compensation, work environment, and motivation among U.S. nursing assistants. The findings may be used to achieve positive social change by nursing administrators to promote job satisfaction for nursing assistants in nursing home facilities.
Recommended Citation
Kittles, Dandrea Vanettra, "Examining Nursing Home Staff Turnover Rate in Long-Term Care Organizations in the United States" (2021). Walden Dissertations and Doctoral Studies. 10148.
https://scholarworks.waldenu.edu/dissertations/10148
