Job Satisfaction among Care Aides in Residential Long-Term Care: A Systematic Review of Contributing Factors, Both Individual and Organizational (original) (raw)
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Job satisfaction is important for nursing home staff and nursing home management, as it is associated with absenteeism, turnover, and quality of care. However, we know little about factors associated with job satisfaction and dissatisfaction for nursing home workers. In this investigation, we use data from 251 caregivers (i.e., Registered Nurses, Licensed Practical Nurses, and Nurse Aides) to examine: job satisfaction scores of these caregivers and what characteristics of these caregivers are associated with job satisfaction. The data were collected from two nursing homes over a two and a half year period with five waves of data collection at six-month intervals. The Job Description Index was used to collect job satisfaction data. We find that, overall nursing home caregivers are satisfied with the work and coworkers, but are less satisfied with promotional opportunities, superiors, and compensation. From exploratory factor analysis three domains represented the data, pay, managemen...
Geriatric Nursing, 2007
Objective: To explore perceptions about job satisfaction and the regulatory environment among certified nurse aides (CNAs) and licensed vocational nurses (LVNs) in selected nursing homes in West Texas. Background: As long-term care nurse leaders struggle with maintaining an adequate, well-trained workforce, clarifying factors that affect job satisfaction and turnover is essential. Studies have identified several factors that contribute to job dissatisfaction and turnover, but the extent to which the regulatory environment contributes is unknown. Methods: The study used a qualitative research design with one-on-one semistructured interviews conducted with 38 participants employed as CNAs or LVNs in 1 of 5 nursing homes located in West Texas. Results: Participants acknowledged that regulations pervade their daily work and accept regulatory oversight as necessary for providing good care. However, participants expressed concern that the presence of the surveyors in the facility often created a tense, almost adversarial atmosphere. Other reasons for job dissatisfaction included excessive paperwork, ineffective communication, frequent deaths, combative and uncooperative residents, and inadequate staffing. Conclusions: Strategies are suggested to improve the survey process, address carerelated stressors, promote positive communication techniques, reduce paperwork inefficiencies, and reduce staff shortages. (Geriatr Nurs 2007;28:183-192) M ultiple health care and societal issues are converging to create serious staffing challenges for nurse leaders in the longterm care (LTC) industry. These include low job satisfaction, 1,2 high staff turnover, 3,4 a shrinking pool of nurses and nurse aides from which to draw, 5-7 a highly regulated environment, 8 and a growing elderly population requiring increasingly higher levels of care to manage multiple chronic conditions. 9 A 2002 study conducted by the Centers for Medicare and Medicaid Services (CMS) concluded that 97% of nursing facilities in the United States failed to meet at least 1 staffing level recommended by the CMS, and 52% failed to meet all of them. 10 The CMS report also stated that many nursing homes are operating with low staffing levels that may put residents at greater risk for health problems. Indeed, a growing body of literature consistently links staff shortages to lower quality of care 3,11,12 and increased registered nurse time to improved resident outcomes. As LTC nurse leaders struggle with maintaining an adequate, well-trained workforce in the face of these daunting challenges, clarifying factors that affect job satisfaction and turnover becomes essential. Studies have identified several factors contributing to job dissatisfaction and high turnover rates including low wages, inadequate training, heavy workload, and ineffective supervision, 5,14,15 but the extent to which the regulatory environment might also contribute is unknown. Therefore, the authors chose to examine aspects of the LTC work environment from the perspective of the licensed vocational nurse (LVN) and the certified nursing assistant (CNA). The purpose of this study was to explore perceptions about job satisfaction and the regulatory environment among CNAs and LVN charge nurses in selected nursing homes in West Texas.
Nursing Home Employee and Resident Satisfaction and Resident Care Outcomes
Safety and Health at Work, 2018
Background: Nursing home resident care is an ongoing topic of public discussion, and there is great interest in improving the quality of resident care. This study investigated the association between nursing home employees' job satisfaction and residents' satisfaction with care and medical outcomes. Methods: Employee and resident satisfaction were measured by questionnaire in 175 skilled nursing facilities in the eastern United States from 2005 to 2009. Facility-level data on residents' pressure ulcers, medically unexplained weight loss, and falls were obtained from the Centers for Medicare and Medicaid Services Long-Term Care Minimum Data Set. The association between employee satisfaction and resident satisfaction was examined with multiple and multilevel linear regression. Associations between employee satisfaction and the rates of pressure ulcers, weight loss, and falls were examined with simple and multilevel Poisson regression. Results: A 1-point increase in overall employee satisfaction was associated with an increase of 17.4 points (scale 0e100) in the satisfaction of residents and family members (p < 0.0001) and a 19% decrease in the incidence of resident falls, weight loss, and pressure ulcers combined (p < 0.0001), after adjusting for staffing ratio and percentage of resident-days paid by Medicaid. Conclusion: Job satisfaction of nursing home employees is associated with lower rates of resident injuries and higher resident satisfaction with care. A supportive work environment may help increase quality of care in the nation's nursing homes.
Factors affecting job satisfaction of nurses who work in long-term care
Journal of Advanced Nursing, 1994
A questionnaire developed by the authors was sent to 1000 nurses in various speciality areas. It was used to assess degree of job satisfaction, reasons for dissatisfaction, and the relationships of the work setting and sociodemographic data. Because the authors wanted to compare nurses who work primarily with older adults within and outside long-term care, the percentage of time spent caring for patients aged over 60 was also studied.
Journal of Applied Gerontology
Objectives: To access associations between job satisfaction and supervisory support as moderated by stress. Methods: For this cross-sectional study, data collected from 591 nursing assistants in 42 nursing homes in Canada and Spain were analyzed with mixed-effects regression. Results: In both countries, stress related to residents’ behaviors was negatively associated with job satisfaction, and, in Canada, it moderated the positive association between supervisory support and job satisfaction. Stress related to family conflict issues moderated the positive association of supervisory support and job satisfaction differently in each location: in Canada, greater stress was associated with a weaker association between supervisory support and job satisfaction; in Spain, this was also observed but only when supervisory support was sufficiently weak. Discussion: Stress was associated with lower job satisfaction and moderated the association of supervisory support and job satisfaction, reinfo...
Journal of Nursing Management, 2019
Aim: To identify demographic-, individual-and organisational-level predictors of job satisfaction among managers in residential long-term care (LTC) facilities. Background: Job satisfaction predicts turnover among managers in LTC settings. However, factors affecting job satisfaction among LTC facility managers remain poorly understood. Methods: A secondary analysis of data from Phase 2 of the Translating Research in Elder Care programme including 168 managers (unit managers, directors of care and facility administrators) from 76 residential LTC homes in three Canadian provinces. Michigan Organizational Assessment Questionnaire Job Satisfaction Subscale was used to measure job satisfaction. Predictors of job satisfaction determined using general estimating equations. Results: The efficacy subscale of burnout was positively predicted job satisfaction at the individual level (B = .104, p = .046). At the organisational level, social capital (B = .224, p = .018), adequate orientation (B = .166, p = .015) and leadership (B = .155, p = .018) were associated with higher job satisfaction. Conclusions: These data suggest that improving LTC managers' self-perceived efficacy, leadership, social capital and adequate orientation may enhance their job satisfaction. Implications for Nursing Management: Predictors of managers' job satisfaction are modifiable and therefore may be amenable to intervention.
Job Satisfaction of Nursing Assistants
JONA: The Journal of Nursing Administration, 2011
This secondary data analysis explored factors influencing job satisfaction in a sample of nursing assistants employed in Maryland skilled nursing facilities. Background: Multiple factors have been shown to affect job satisfaction and turnover in nursing assistants (NAs), but the problem of turnover persists in skilled nursing facility environments affecting quality of care. Methods: An existing data set of 556 nursing assistants from 12 Maryland skilled nursing facilities was used. To explore factors found to influence job satisfaction from other studies, a multiple regression analysis was performed. Results: Nine dependent variables previously shown to affect job satisfaction were used. Of these variables, only years of experience (" = .230) and performance of restorative care (" = .095) were found to be positively associated with job satisfaction. Self-esteem (" = j.094) was found to be negatively associated with job satisfaction. Conclusion: Only length of experience and exemplary care as evidenced by the performance of restorative care were associated with job satisfaction. These results mirror results found in other studies. Selfesteem was negatively associated with job satisfaction in this population, a finding needing further study.
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International Journal for Quality in Health Care, 2002
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Job Satisfaction of Nursing Home Administrators and Turnover
Medical Care Research and Review, 2007
We know little about factors associated with job satisfaction and dissatisfaction for nursing home workers. In this investigation, the authors use data from a large sample of nursing home administrators (NHAs) to examine: (1) their levels of job satisfaction, (2) whether job satisfaction is associated with intent to leave, (3) whether job satisfaction is associated with turnover after 1 year, and (4) whether job satisfaction after 1 year varies for NHAs who left based on where they subsequently worked. Overall, NHAs were more satisfied with the job satisfaction subscales of: rewards, work skills, and workload but were less satisfied with work demands and coworkers. NHAs appeared particularly sensitive to work skills, with this area of job satisfaction being associated with intent to turnover and actual turnover. In general, the authors found a stronger association with job satisfaction and actual turnover than with intent to turnover.