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Turnover reinterpreted CNAs talk about why they leave
Barbara J Bowers1, Sarah Esmond, Nora Jacobson
1School of Nursing, University of Wisconsin, K6/328 Clinical Science Center, 600 Highland Avenue, Madison, WI 53792-2455, USA.
Journal of Gerontological Nursing
|April 10, 2003
Summary
Certified Nursing Assistants (CNAs) leave jobs when feeling unappreciated. Addressing organizational policies and demonstrating respect can reduce CNA turnover in long-term care facilities.
Area of Science:
- Gerontology
- Healthcare Management
- Sociology of Work
Background:
- High turnover rates among Certified Nursing Assistants (CNAs) pose significant challenges to the quality of care in long-term care (LTC) facilities.
- Understanding the root causes of CNA turnover is crucial for developing effective retention strategies.
Purpose of the Study:
- To explore the conceptualizations of job-leaving factors among CNAs in LTC settings.
- To contribute to the development of a comprehensive theory of employee turnover in the healthcare sector.
Main Methods:
- Grounded dimensional analysis was employed to analyze in-depth interview data.
- Interviews were conducted with CNAs currently and formerly employed in three distinct nursing homes.
Main Results:
- A primary driver of CNA turnover is the perception of being unappreciated and undervalued by their employing organizations.
- Organizational policies and practices contribute to CNAs feeling personally and professionally dismissed, fueling turnover.
Conclusions:
- LTC facilities can reduce turnover by implementing staffing and personnel policies that actively demonstrate respect and appreciation for CNAs.
- Enhancing employee recognition and value can improve work quality and the standard of care provided in LTC settings.