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Determinants of regulated nurses' intention to stay in long‐term care homes
Author(s) -
McGilton Katherine S.,
Tourangeau Ann,
Kavcic Chloe,
Wodchis Walter P.
Publication year - 2013
Publication title -
journal of nursing management
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.925
H-Index - 76
eISSN - 1365-2834
pISSN - 0966-0429
DOI - 10.1111/jonm.12130
Subject(s) - burnout , nursing , long term care , job satisfaction , nursing management , medicine , work (physics) , health care , psychology , social psychology , clinical psychology , mechanical engineering , engineering , economics , economic growth
Aim To examine determinants of intent to stay among regulated nurses employed in long‐term care facilities. Background Elderly persons living in long‐term care have increasingly complex care needs, putting greater demands on health‐care providers. Indeed, regulated nursing staff employed in long‐term care facilities represent the largest group of health‐care providers who intend to leave their current jobs. Methods Survey responses from 155 nurses from 12 long‐term care facilities were analyzed to test the impact of six predictors on intent to stay. Results Intention to stay was positively associated with lower burnout, higher job satisfaction, older nurses and resident relationships. Work relationships were negatively associated with intention to stay. Leadership support was not a significant predictor. Conclusion Most predictors were correlated with intention to stay as hypothesized. Further research is warranted to investigate the influence of management practices and work relationships on regulated nursing staff's intent to stay in long‐term care. Implications for nursing management To retain qualified nursing staff and ensure quality of care, long‐term care administrators should focus on creating a work environment that reduces burnout, increases job satisfaction, and enables nurses to foster relationships with residents. Recommendations for long‐term care administrators include: (1) provide opportunities for self‐scheduling, full‐time work and benefits; (2) develop models of care that enhance resident relationships; (3) examine existing regulated nursing staff responsibilities and adjust to minimize burnout.