Fengsong Gao1, Peter Newcombe2, Cheryl Tilse3, Jill Wilson4, Anthony Tuckett5. 1. School of Social Work and Human Services, The University of Queensland, St Lucia, QLD 4072, Australia. Electronic address: annie.gao@uqconnect.edu.au. 2. School of Social Work and Human Services, The University of Queensland, St Lucia, QLD 4072, Australia. Electronic address: newc@psy.uq.edu.au. 3. School of Social Work and Human Services, The University of Queensland, St Lucia, QLD 4072, Australia. Electronic address: c.tilse@uq.edu.au. 4. School of Social Work and Human Services, The University of Queensland, St Lucia, QLD 4072, Australia. Electronic address: wilsonj@uq.edu.au. 5. School of Nursing and Midwifery, The University of Queensland, Herston Campus, Herston Road, Herston, QLD 4006, Australia; The University of Queensland/Blue Care Research and Practice Development Centre, P.O. Box 1539, Milton BC, QLD 4064, Australia. Electronic address: a.tuckett@uq.edu.au.
Abstract
BACKGROUND: Nurse turnover in the residential aged care industry is a pressing issue. Researchers have shown ongoing interest in exploring how the factors that are amendable to change in aged care policy, regulation and funding and in organizational procedures (e.g. job demands, coping resources and psychological health of nurses) impact on turnover. However, the findings are mixed. OBJECTIVE: This study tested two theoretical models of turnover to examine the structural relationships among job demands, coping resources, psychological health and turnover of residential aged care nurses. Although many previous studies operationalized turnover as intention to leave, the present study investigated actual turnover by following up with the same individuals over time, and thus provided more accurate predictive models of turnover behaviour. DESIGN AND METHODS: The sample, 239 Australian residential aged care nurses, came from the Nurses and Midwives e-cohort Study. Job demands, coping resources, and psychological health were measured using standardized instruments. Structural equation modelling was used to test the measurement and structural models. RESULTS: Controlling for a number of workforce and individual characteristics, coping resources (measured by job control, supervisor support, and co-worker support) were negatively and directly associated with turnover. Additionally, the findings supported the Job Demand-Control-Support model in that higher coping resources and lower job demands (indicated by psychological demands, physical demands, and effort) were related to better psychological health (measured by vitality, social functioning, role emotional, and mental health), and higher job demands were related to lower coping resources. CONCLUSIONS: Findings suggest that aged care policy makers and service providers might consider increasing coping resources available to nurses and minimizing job demands of care work to reduce turnover and improve nurses' psychological health. Moreover, findings from this Australian study may provide valuable practical and policy implications for other developed countries.
BACKGROUND: Nurse turnover in the residential aged care industry is a pressing issue. Researchers have shown ongoing interest in exploring how the factors that are amendable to change in aged care policy, regulation and funding and in organizational procedures (e.g. job demands, coping resources and psychological health of nurses) impact on turnover. However, the findings are mixed. OBJECTIVE: This study tested two theoretical models of turnover to examine the structural relationships among job demands, coping resources, psychological health and turnover of residential aged care nurses. Although many previous studies operationalized turnover as intention to leave, the present study investigated actual turnover by following up with the same individuals over time, and thus provided more accurate predictive models of turnover behaviour. DESIGN AND METHODS: The sample, 239 Australian residential aged care nurses, came from the Nurses and Midwives e-cohort Study. Job demands, coping resources, and psychological health were measured using standardized instruments. Structural equation modelling was used to test the measurement and structural models. RESULTS: Controlling for a number of workforce and individual characteristics, coping resources (measured by job control, supervisor support, and co-worker support) were negatively and directly associated with turnover. Additionally, the findings supported the Job Demand-Control-Support model in that higher coping resources and lower job demands (indicated by psychological demands, physical demands, and effort) were related to better psychological health (measured by vitality, social functioning, role emotional, and mental health), and higher job demands were related to lower coping resources. CONCLUSIONS: Findings suggest that aged care policy makers and service providers might consider increasing coping resources available to nurses and minimizing job demands of care work to reduce turnover and improve nurses' psychological health. Moreover, findings from this Australian study may provide valuable practical and policy implications for other developed countries.
Authors: Isik U Zeytinoglu; Margaret Denton; Catherine Brookman; Sharon Davies; Firat K Sayin Journal: BMC Health Serv Res Date: 2017-06-21 Impact factor: 2.655
Authors: Matthew L Stevens; Kristina Karstad; Leticia Bergamin Januario; Svend Erik Mathiassen; Reiner Rugulies; David M Hallman; Andreas Holtermann Journal: Ann Work Expo Health Date: 2022-10-11 Impact factor: 2.779