Date of Conferral

8-28-2024

Date of Award

8-28-2024

Degree

Doctor of Healthcare Administration (D.H.A.)

School

Management

Advisor

Eboni Green

Abstract

Increasing turnover rates mediated by increased intention to leave among certified nursing assistants (CNAs) have increased concerns about the sustainability of the CNA workforce in long - term care facilities. This study investigated leadership strategies and factors to improve CNAs’ intention to stay in long-term care facilities. An integrative review was conducted to answer the review questions regarding the best practices and leadership strategies that help reduce the 88% median turnover rate of CNAs in long-term care facilities in Georgia to 39.3% as the median rate in areas with low turnover. Also, the integrative review analyzed the factors that contributed to a successful implementation of leadership styles/practices to reduce the intention to leave among CNAs in Georgia. Studies published between 2018 and 2023 were included in the integrative review. Seven themes that addressed the intention to leave included (a) supportive leadership, (b) training and emotional support, (c) positive work environment, (e) emotional intelligence, (e) organizational culture, (f) career adaptability, and (g) relational leadership. The subthemes derived from the themes included staff support systems, motivation, communication, training, mentorship, teamwork, delegation, employee well-being, work culture, and psychological capital. The results of the integrative review suggest that leadership is crucial in reducing the intention to leave among CNAs in long-term care facilities. Leaders in long-term care facilities may consider adopting supportive and relational leadership styles and strategies to enhance positive social change through adaptability, promote well-being, and decrease the intention to leave among CNAs.

Download

Share

 
COinS