Determinants of regulated nurses' intention to stay in long-term care homes

Abstract

To retain qualified nursing staff and ensure quality of care, long-term care administrators should focus on creating a work environment that reduces burnout, increases job satisfaction, and enables nurses to foster relationships with residents. Recommendations for long-term care administrators include: (1) provide opportunities for self-scheduling, full-time work and benefits; (2) develop models of care that enhance resident relationships; (3) examine existing regulated nursing staff responsibilities and adjust to minimize burnout.

Job satisfaction, work environment and successful ageing: Determinants of delaying retirement among acute care nurses

“…Job satisfaction was not found to be associated with delaying retirement. This may be due to using the word “retirement” in the present study rather than the more inclusive broader terms “retention” (Blake, Leach, Robbins, Pike, & Needleman, ), “intent to stay,” “intent to leave” (McGilton, Tourangeau, Kavcic, & Wodchris, ) and “nurse turnover” (Currie & Carr Hill, ). This may also indicate that job satisfaction is not as important when studying delayed retirement, as opposed to retention.…”

Understanding the factors which promote registered nurses’ intent to stay in emergency and critical care areas

“…We found only a few studies that focused on intent to stay. Intent to stay is defined as a nurse's decision to stay in their area of practice or profession (McGilton, Tourangeau, Kavcic, & Wodchis, ). In a descriptive study using focus groups, a number of determinants were found that influenced a nurse's intent to stay (Tournageau, Cummings, Cranley, Ferron, & Harvey, ).…”

Risk factors for burnout among caregivers working in nursing homes

“…This may be due to the frequency of deaths and the importance of direct care on physically dependent residents affected by severe chronic diseases (Blanchard et al., ; Gosseries et al., ). Psychological implications of burnout for the caregiver may lead to absenteeism, job withdrawal, depression or suicide (Dyrbye et al., ; McGilton, Tourangeau, Kavcic, & Wodchis, ; Piers et al., ). Burnout can have significant consequences on the quality of care, as it has been described to directly impact patient mortality (Wallace, Lemaire, & Ghali, ).…”