Intrinsic Job Satisfaction, Overall Satisfaction, and Intention to Leave the Job Among Nursing Assistants in Nursing Homes

Decker, Frederic H.; Harris-Kojetin, Lauren; Bercovitz, Anita

doi:10.1093/geront/gnp051

Cited by 109 publications

(100 citation statements)

References 30 publications

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“…Such findings are consistent with other studies that found that DCWs who had positive views of their supervisors were less likely to leave (Brannon et al, 2007; Ng & Sorensen, 2008). Though other research has demonstrated the inverse effects of supervisory support on intention to quit through the mediating variable of job satisfaction (Decker, Harris-Kojetin, & Bercovitz, 2009; Dupré & Day, 2007), we found a direct association between supervisory support and low intentions to quit.…”

Section: Discussioncontrasting

confidence: 99%

When the job has lost its appeal: Intentions to quit among direct care workers

Muramatsu

2013

Journal of Intellectual & Developmental Disability

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Background Previous research indicates that work stress contributes to intentions to quit among direct care workers (DCWs) who provide services to people with intellectual and developmental disability (IDD). Though resources can help DCWs cope and remain in a job, little is known about how various dimensions of work stress and resources (social and personal resources) are associated with intentions to quit. Methods A total of 323 DCWs from 5 community-based IDD organisations completed a self-administered survey. We conducted multiple regression analyses to examine main and interaction effects of work stress and resources (work social support and internal locus of control) on intentions to quit. Results Work overload was a significant stressor, and work social support (i.e., supervisory support) was associated with low intentions to quit. The association between locus of control and intention to quit depended on the levels of a stressor: DCWs’ lack of participation in decision-making. Conclusions Supervisory support and an internal locus of control may assist DCWs in managing their stress.

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Section: Discussioncontrasting

confidence: 99%

When the job has lost its appeal: Intentions to quit among direct care workers

Muramatsu

2013

Journal of Intellectual & Developmental Disability

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“…Previous research has found that the quality of the supervisory relationship, as assessed by the direct care worker, can be an important predictor of overall job satisfaction and retention (Bishop, et al, 2008; Chou, 2012; Decker, Harris-Kojetin, & Bercovitz, 2009). Additionally, feeling supported by the agency and facility where they work, has also been found to influence direct care worker job satisfaction and, when positive, to lower turnover (Bowers, Esmond, & Jacobson, 2003; Eaton, 2001).…”

Section: Discussionmentioning

confidence: 99%

Home Health Aides' Experience With Client Death

Boerner

Gleason

Barooah

2016

Home Healthcare Now

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Home health aides are members of a rapidly growing occupation and often develop close ties to patients and their family and can experience significant grief when a patient dies. Yet agencies often provide little support or structure to help staff cope during this time. For instance, home care agencies do not always notify their staff of client death and some have policies in place to prevent any follow-up contact with a deceased client’s family. Little is known about how these agency factors affect HHAs’ work experience. This mixed-method study explored the experiences of 78 HHAs working either at an agency with a restrictive policy regarding contact with a client’s family after client death or an agency without such a policy in place. Data was collected through semi-structured in-person interviews. Employment outcomes included various aspects of job satisfaction and intention to change jobs. HHAs’ responses to client death were assessed with measures of grief and grief processing, and with open-ended questions exploring their experiences in this context. Findings indicated that HHAs from the restrictive agency were significantly more likely to be considering other job options. They also reported significantly lower satisfaction with received supervision, and significantly less grief processing activity. Findings suggest that HHAs from the agency without a contact restrictive policy had a more positive experience at work and more opportunity to process the client’s death.

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“…Other studies have shown that having enough time to assist nursing home residents with daily activities and being respected were two variables responsible for job satisfaction. 11,12 The conflict between feeling certain and having too much responsibility and being accompanied by uncertainty and too little formal power in trying to do what is right and good was one of the findings in Hov et al's 13 study of nurses working in nursing homes. These authors also noted that caring for patients in a nursing home meant being a vulnerable helper, feeling undervalued and needing emotional protection.…”

Section: Introductionmentioning

confidence: 99%

The meaning of vulnerability to nurses caring for older people

Stenbock-Hult

Sarvimäki

2011

Nurs Ethics

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Research concerning work on caring for older people shows that care providers experience a variety of consuming emotions and stress. They can be said to be in a vulnerable position. It is not known, however, how the care providers themselves understand vulnerability. The aim of this study was to illuminate the meaning of vulnerability to care providers caring for older people. A qualitative interpretive approach was adopted. Data were collected through tape-recorded interviews with 16 female registered and practical nurses who were experienced in caring for older people. Qualitative analysis resulted in one core theme and six themes with subthemes. The core theme showed that, for the participating nurses, vulnerability essentially meant being human. The meanings of being human were illustrated by the six themes: having feelings; experiencing moral indignation; being harmed; having courage; protecting oneself; and maturing and developing. Analysis showed that vulnerability was a resource as well as a burden.

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Intrinsic Job Satisfaction, Overall Satisfaction, and Intention to Leave the Job Among Nursing Assistants in Nursing Homes

Abstract: Intrinsic satisfaction and extrinsic job factors amenable to change appear central to NAs' overall satisfaction and intention to leave. A facility may be able to improve extrinsic job factors that improve NAs' job-related affects, including intrinsic satisfaction.

Cited by 109 publications

References 30 publications

When the job has lost its appeal: Intentions to quit among direct care workers

When the job has lost its appeal: Intentions to quit among direct care workers

Home Health Aides' Experience With Client Death

The meaning of vulnerability to nurses caring for older people

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