AIMS: To describe the relationship between nursing staff turnover in long-term care (LTC) homes and organisational factors consisting of leadership practices and behaviours, supervisory support, burnout, job satisfaction and work environment satisfaction. BACKGROUND: The turnover of regulated nursing staff [Registered Nurses (RNs) and Registered Practical Nurses (RPNs)] in LTC facilities is a pervasive problem, but there is a scarcity of research examining this issue in Canada. METHODS: The study was conceptualized using a Stress Process model. Distinct surveys were distributed to administrators to measure organisational factors and to regulated nurses to measure personal and job-related sources of stress and workplace support. In total, 324 surveys were used in the linear regression analysis to examine factors associated with high turnover rates. RESULTS: Higher leadership practice scores were associated with lower nursing turnover; a one score increase in leadership correlated with a 49% decrease in nursing turnover. A significant inverse relationship between leadership turnover and nurse turnover was found: the higher the administrator turnover the lower the nurse turnover rate. CONCLUSION: Leadership practices and administrator turnover are significant in influencing regulated nurse turnover in LTC. IMPLICATIONS FOR NURSING MANAGEMENT: Long-term care facilities may want to focus on building good leadership and communication as an upstream method to minimize nurse turnover.
AIMS: To describe the relationship between nursing staff turnover in long-term care (LTC) homes and organisational factors consisting of leadership practices and behaviours, supervisory support, burnout, job satisfaction and work environment satisfaction. BACKGROUND: The turnover of regulated nursing staff [Registered Nurses (RNs) and Registered Practical Nurses (RPNs)] in LTC facilities is a pervasive problem, but there is a scarcity of research examining this issue in Canada. METHODS: The study was conceptualized using a Stress Process model. Distinct surveys were distributed to administrators to measure organisational factors and to regulated nurses to measure personal and job-related sources of stress and workplace support. In total, 324 surveys were used in the linear regression analysis to examine factors associated with high turnover rates. RESULTS: Higher leadership practice scores were associated with lower nursing turnover; a one score increase in leadership correlated with a 49% decrease in nursing turnover. A significant inverse relationship between leadership turnover and nurse turnover was found: the higher the administrator turnover the lower the nurse turnover rate. CONCLUSION: Leadership practices and administrator turnover are significant in influencing regulated nurse turnover in LTC. IMPLICATIONS FOR NURSING MANAGEMENT: Long-term care facilities may want to focus on building good leadership and communication as an upstream method to minimize nurse turnover.
Authors: Mariana Tortorelli; Telma Ramos Trigo; Renata Bolibio; Camila Colás Sabino de Freitas; Floracy Gomes Ribeiro; Mara Cristina Souza de Lucia; Dan V Iosifescu; Renério Fráguas Journal: Int J Environ Res Public Health Date: 2022-07-30 Impact factor: 4.614
Authors: Thomas Clausen; Jørgen V Hansen; Annie Hogh; Anne Helene Garde; Roger Persson; Paul Maurice Conway; Matias Grynderup; Åse Marie Hansen; Reiner Rugulies Journal: Int Arch Occup Environ Health Date: 2016-08-19 Impact factor: 3.015