Date of Conferral
Doctor of Nursing Practice (DNP)
Mary T. Verklan
Turnover among direct-care workers in long-term care (LTC) facilities is high, and has a significant impact on residents, leaders, and owners of LTC facilities. The overall turnover costs are also substantial and constitute a significant financial burden in LTC facilities. This systematic review of the literature examined, retention strategies for direct-care workers in the LTC workforce. The information may be used to develop and provide practice recommendations that will help improve retention rates among direct-care workers in LTC facilities. The project design involved a systematic examination of English-only studies from 2001-2004, retrieved from 3 major databases: CINAHL with Medline simultaneous, ProQuest, and Ovid resources. The review led to the identification of 858 publications out of which 17 articles met the inclusion criteria. The manifested variables were critically analyzed and grouped into 8 categories: job training, management style, acknowledgement of accomplishments, career advancements, benefits, peer mentoring, competitive wages and work load. The findings from this systematic review of the literature suggest that several factors affect turnover rates in the LTC setting, including job training, management style, acknowledgement of accomplishments, career advancements, benefits, peer mentoring, competitive wages and work load. This project aims to provide insight to project developers, administrators, researchers, and policy makers concerning factors that affect retention. The information can be used as a catalyst for positive social change and reduce the turnover crisis among direct-care workers in the long-term care setting.
Goins, Regina Evonne, "Systematic Review of Retention of Direct-Care Workers in Long-term Care Facilities" (2015). Walden Dissertations and Doctoral Studies. 1459.