Nursing Home Administrator's Job Satisfaction, Work Stressors, and Intent to Leave

Area of Science:

• Healthcare Management
• Organizational Psychology
• Gerontology

Background:

• Nursing home administrators (NHAs) face unique stressors impacting job satisfaction and retention.
• High turnover rates among NHAs can negatively affect the quality of care in long-term facilities.
• Understanding factors influencing NHA turnover is crucial for workforce stability in the aged care sector.

Purpose of the Study:

• To investigate the relationship between job satisfaction (across six subscales), stressors, and demographic factors on NHA intentions to quit.
• To identify key drivers of job satisfaction and dissatisfaction among nursing home administrators.
• To explore the nuanced reasons behind NHA turnover decisions.

Main Methods:

• Quantitative and qualitative data collected from 311 nursing home administrators across five states.
• Ordered logistic regression models used to analyze quantitative data and identify significant predictors.
• Thematic analysis of qualitative data to understand subjective experiences and motivations.

Main Results:

• Satisfying work demands, rewards, and coworkers, along with less role conflict and fewer prior jobs, were associated with lower turnover intentions.
• Approximately 24% of surveyed NHAs reported intentions to quit, despite general job satisfaction.
• Higher reported job skills correlated with increased likelihood of considering leaving, suggesting career advancement motives.

Conclusions:

• Job satisfaction facets and reduced role conflict are protective factors against NHA turnover.
• The desire for career advancement may lead highly skilled NHAs to seek opportunities elsewhere.
• Qualitative insights reveal complex interactions between job roles, regulations, and personal motivations in NHA retention.