CNA Empowerment: Effects on Job Performance and Work Attitudes

Abstract

In this analysis, the effects of empowerment were examined among a sample of certified nursing assistants (CNAs) representing a wide range of empowerment levels. On the basis of survey responses from 298 CNAs and 136 nurses in five nursing homes where CNA-empowered work teams had been implemented and five nursing homes with more traditional management approaches, the results indicated that CNA empowerment had a variety of effects. CNAs with high empowerment and the nurses who worked with them tended to report better CNA performance and work-related attitudes. Both were also less likely to be thinking about leaving their jobs. With the help of lessons learned from new culture change initiatives, and with commitment, effort, and attention, nursing homes and other health care providers can reap the benefits associated with employee empowerment strategies, such as CNA-empowered work teams.

Mental Illness Training for Licensed Staff in Long-Term Care

“…The results indicate that participants would view an employer positively for providing the training, and that they perceived that the training would be of benefit to their care of residents and to their job satisfaction and performance. These findings support research that suggests that training to improve job skills can increase job satisfaction and job commitment, and it may be an important element of the formula to decrease worker turnover (Cready, Yeatts, Gosdin, & Potts, 2008; Sengupta, Harris-Kojetin, & Ejaz, 2010; Yeatts et al, 2010). Crandall, White, Schuldheis, and Talerico (2007) studied the adoption of culture change by nine LTC facilities.…”

Job Satisfaction among Care Aides in Residential Long-Term Care: A Systematic Review of Contributing Factors, Both Individual and Organizational

“…Forty-two studies were included in the review. The majority ( n = 29) of studies used a cross-sectional survey design [ 9 , 10 , 33 , 46 – 48 , 52 – 54 , 56 – 58 , 60 – 62 , 64 , 66 – 71 , 73 – 75 , 77 – 79 , 93 ]. Of these, 1 study used mixed methods (survey plus qualitative data) [ 78 ], 1 study used a randomized controlled trial [ 59 ], and 7 studies used observational before-and-after quasi-experimental (pre/posttest) design [ 49 , 51 , 55 , 65 , 72 , 76 , 80 ].…”

“…From the 44 quality assessments, 5 (11%) studies were rated strong [ 9 , 78 , 81 , 84 , 85 ], 6 (14%) high moderate [ 53 , 56 , 66 – 68 , 73 ], 15 (34%) low moderate [ 10 , 52 , 57 , 58 , 61 , 64 , 65 , 69 , 71 , 72 , 75 , 76 , 78 , 83 , 93 ], and 18 (41%) weak [ 33 , 46 – 49 , 51 , 54 , 55 , 59 , 60 , 62 , 70 , 74 , 77 , 79 , 80 , 82 ]. Differences in quality assessment arose mainly from sample representativeness, treatment of missing data, and appropriateness of statistical test(s) used.…”

SCOPEOUT: sustainability and spread of quality improvement activities in long-term care- a mixed methods approach

“…A recent systematic review found that individual factors influencing care aides’ job satisfaction were empowerment and autonomy, while organizational factors included facility resources and workload [ 26 ]. Cready et al reported survey findings from care aides and nurses from facilities where care aide empowered teams had been implemented and from facilities with more traditional management approaches, and found that feelings of high empowerment among care aides were associated with higher assessments of their job performance and job satisfaction [ 27 ]. Indeed, strategies to empower the care aide workforce may draw on their high levels of job efficacy, that is, a sense of their work’s worth [ 12 , 28 ].…”