Deborah Meyer1, Holly Raffle, Lezlee J Ware. 1. Assistant Professor, Department of Geriatric Medicine/Gerontology, Heritage College of Osteopathic Medicine, Ohio UniversityAssistant Professor Research Associate, Voinovich School of Leadership and Public Affairs, Ohio, USA.
Abstract
AIM: The aim of this study was to follow rural certified nursing assistants (CNAs) (n=123) in the United States for 1 year post-training to identify retention and turnover issues in the long-term care (LTC) setting by exploring the CNAs' perceptions of the LTC work experience. BACKGROUND: Turnover among CNAs impacts the quality of care, imposes a financial burden on facilities and taxpayers, and creates increased stress and workloads on those who remain. METHOD: A longitudinal survey design was used to track individuals completing CNA training for 1 year. RESULTS: At 1 year post-training, 53.7% of respondents currently worked in LTC, 30.9% worked in LTC and left, and the remaining 15.4% never worked in LTC. CONCLUSION: While the training site does not appear to impact retention, the first 6 months of employment appear critical. The CNAs cited pay as a reason for leaving LTC, but better pay did not characterize the jobs taken by the CNAs who left. Implications for nursing management. This study highlights the importance of the first 6 months of employment to retention and provides practical information for nurse managers evaluating the resource-effectiveness of hosting training programmes. Additionally, the key issues influencing retention were identified and practical suggestions for nurse managers to improve retention are provided.
AIM: The aim of this study was to follow rural certified nursing assistants (CNAs) (n=123) in the United States for 1 year post-training to identify retention and turnover issues in the long-term care (LTC) setting by exploring the CNAs' perceptions of the LTC work experience. BACKGROUND: Turnover among CNAs impacts the quality of care, imposes a financial burden on facilities and taxpayers, and creates increased stress and workloads on those who remain. METHOD: A longitudinal survey design was used to track individuals completing CNA training for 1 year. RESULTS: At 1 year post-training, 53.7% of respondents currently worked in LTC, 30.9% worked in LTC and left, and the remaining 15.4% never worked in LTC. CONCLUSION: While the training site does not appear to impact retention, the first 6 months of employment appear critical. The CNAs cited pay as a reason for leaving LTC, but better pay did not characterize the jobs taken by the CNAs who left. Implications for nursing management. This study highlights the importance of the first 6 months of employment to retention and provides practical information for nurse managers evaluating the resource-effectiveness of hosting training programmes. Additionally, the key issues influencing retention were identified and practical suggestions for nurse managers to improve retention are provided.
Authors: Behdin Nowrouzi; Emilia Giddens; Basem Gohar; Sandrine Schoenenberger; Mary Christine Bautista; Jennifer Casole Journal: Int J Occup Environ Health Date: 2016-10-13
Authors: Denise D Quigley; Leah V Estrada; Gregory L Alexander; Andrew Dick; Patricia W Stone Journal: J Gerontol Nurs Date: 2021-12-01 Impact factor: 1.436