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Nonlicensed employee turnover in a long-term care facility
1College of Public and Allied Health Sciences, East Tennessee State University, Johnson City, USA.
The Health Care Supervisor
|May 8, 1995
Summary
Employee turnover in long-term care facilities is influenced by workplace conflicts and job satisfaction. Addressing employee stress and enhancing patient care satisfaction can reduce staff resignations.
Area of Science:
- Healthcare Management
- Organizational Psychology
- Gerontology
Background:
- Employee turnover is a significant challenge in long-term care facilities, impacting care quality and operational costs.
- Understanding the drivers of turnover among nonlicensed staff is crucial for developing effective retention strategies.
Purpose of the Study:
- To analyze the factors contributing to nonlicensed employee turnover in a long-term care setting.
- To apply Maslow's hierarchy of needs as a theoretical framework for understanding employee motivations and dissatisfaction.
Main Methods:
- Utilized exit interviews with a convenience sample of 34 nonlicensed employees.
- Administered an attitudes and beliefs survey to assess perceptions of the work environment.
Main Results:
- Findings revealed mixed reasons for resignation; 39.6% cited positive relationships as a strength, yet 24.3% resigned due to personal/staff conflicts.
- Financial concerns were not identified as a primary driver for employee resignations.
Conclusions:
- Reducing nonlicensed employee stress is recommended to improve retention.
- Increasing employee satisfaction with patient care may decrease turnover rates in long-term care settings.