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Factors Influencing Intentions of Nursing Personnel to Leave Employment in Long-Term Care Settings

Factors Influencing Intentions of Nursing Personnel to Leave Employment in Long-Term Care Settings This study examines factors associated with the intentions of nurses to leave their presentemployment in a long-term care (LTC) setting. The study examines differences in the personalcharacteristics, job-specific characteristics, job satisfaction, and perceived job mobility of twogroups of nurses currently employed in LTC facilities; those who report that they intend to stayat the nursing home where they are employed (n = 147) and those who intend to leave (n = 45).Nearly half of the factors that were examined (9 of 20) were statistically significantly associatedwith nurses' self-reports of their intention to leave. Of the significant associations, seven werejob-specific characteristics or dimensions of job satisfaction. The implications of these findingsare that a significant majority of the factors that influence a nurse's intention to leave may bewithin the realm of control of nurse executives and nursing home administrators. Results arediscussed within the context of three general areas where there may be opportunities formanagers to take actions that will improve retention. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Journal of Applied Gerontology SAGE

Factors Influencing Intentions of Nursing Personnel to Leave Employment in Long-Term Care Settings

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References (34)

Publisher
SAGE
Copyright
Copyright © by SAGE Publications
ISSN
0733-4648
eISSN
1552-4523
DOI
10.1177/073346489601500404
Publisher site
See Article on Publisher Site

Abstract

This study examines factors associated with the intentions of nurses to leave their presentemployment in a long-term care (LTC) setting. The study examines differences in the personalcharacteristics, job-specific characteristics, job satisfaction, and perceived job mobility of twogroups of nurses currently employed in LTC facilities; those who report that they intend to stayat the nursing home where they are employed (n = 147) and those who intend to leave (n = 45).Nearly half of the factors that were examined (9 of 20) were statistically significantly associatedwith nurses' self-reports of their intention to leave. Of the significant associations, seven werejob-specific characteristics or dimensions of job satisfaction. The implications of these findingsare that a significant majority of the factors that influence a nurse's intention to leave may bewithin the realm of control of nurse executives and nursing home administrators. Results arediscussed within the context of three general areas where there may be opportunities formanagers to take actions that will improve retention.

Journal

Journal of Applied Gerontology – SAGE

Published: Dec 1, 1996

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