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Nursing Assistant Retention And Turnover
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Book Synopsis Nursing Assistant Retention and Turnover by : Sally C. Stearns
Download or read book Nursing Assistant Retention and Turnover written by Sally C. Stearns and published by . This book was released on 2007 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Objectives: The aging of the population assures continuing high demand for competent and well-trained CNAs. High rates of turnover among certified nursing assistants (CNAs) in nursing homes have potentially costly implications for facility operation and quality of care. This study assesses the extent to which job benefits and injury/training measures are associated with two types of retention among CNAs. Methods: Data for 2,244 CNAs from the 2004 National Nursing Assistant Survey are used to model (1) facility-level retention, measured by whether CNAs expect to continue to work in the same facility for at least one year and (2) profession-level retention measured by whether CNAs expect their next job to be as nursing assistants. Facility fixed effects models are assessed because of their strong control for unmeasured facility characteristics. Fixed effects vector decomposition methods for more efficient estimates are also provided. Results: The two measures of retention appear to be predicted by substantially different factors. Higher wages, better job benefits, lifting device availability, CNA input into selection of topics for continuing education classes and unmeasured facility factors are strongly associated with facility-level retention but not associated with profession-level retention. Higher household income and education status are negatively associated with profession-level retention. Discussion: Facilities can implement specific benefits and policies to reduce CNA turnover. Broader enhancement of career opportunities may be necessary for profession-level retention, though it is difficult to know what the optimal balance is between profession-level retention and promotion along a more encompassing career ladder.
Book Synopsis Job Embeddedness and Certified Nursing Assistant Retention in Skilled Nursing Facilities by : M Ashley Pressman
Download or read book Job Embeddedness and Certified Nursing Assistant Retention in Skilled Nursing Facilities written by M Ashley Pressman and published by . This book was released on 2020 with total page 143 pages. Available in PDF, EPUB and Kindle. Book excerpt: Certified nursing assistants (CNA) are a critical part of the direct care provided in skilled nursing facilities (SNF). Turnover among CNAs results in patient care issues and increased costs to providers. Despite years of research into why CNAs leave their jobs, the turnover in this occupation continues to be the highest among direct caregivers in SNFs. Job Embeddedness (JE) is a construct that evaluates why people stay with their job. JE has been found to explain intent to leave and voluntary turnover over and above the traditional indicators of job satisfaction, organizational commitment, job alternatives, and job search. This quantitative, non-experimental correlational research study examined the relationship between JE and CNA retention. The analysis determined that there is a relationship between JE and CNA retention and was used to identify the elements of JE that are significant to CNA retention. The results may be beneficial to SNF leaders as they assess and modify their human resource management practices that are aimed at reducing turnover and increasing retention.
Book Synopsis Stayers, Leavers, and Switchers Among Certified Nursing Assistants in Nursing Homes by : Jules Rosen
Download or read book Stayers, Leavers, and Switchers Among Certified Nursing Assistants in Nursing Homes written by Jules Rosen and published by . This book was released on 2013 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Studies of certified nursing assistant (CNA) turnover in nursing homes are typically cross-sectional and include full-time and part-time workers. We conducted a longitudinal study to evaluate the job factors and work attitudes associated with just full-time staying or leaving. For those who did not stay, we assessed reasons for leaving and satisfaction following job transition.
Book Synopsis Certified Nursing Assistant Turnover in the Long-term Care Facility Industry by : Michael Leroy Gregory
Download or read book Certified Nursing Assistant Turnover in the Long-term Care Facility Industry written by Michael Leroy Gregory and published by . This book was released on 2022 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Employee turnover in long-term care facilities results in increased operational costs and a reduction in the quality of care delivered. The purpose of this correlational study was to investigate the relationships between employee turnover intention of certified nursing assistants working in long-term care facilities and employee compensation, engagement, job satisfaction, motivation, perceived work stress during the COVID-19 pandemic, and work environment. The population of interest consisted of CNAs over the age of 17, with at least two years of experience working in the central Texas long-term care industry. Herzberg’s motivation-hygiene theory served as the theoretical framework underpinning this study. Multiple linear regression analyses and Spearman’s rank-order correlation coefficient were used to predict employee turnover. The six predictor variables accounted for approximately 66% of the variance in turnover intention and the result was statistically significant (R2 = .657, F(6,385) = 125.65, p
Book Synopsis The Effect of Training and Recognition on Nursing Assistant Retention in Acute Care Settings by : Rachael A. Swann
Download or read book The Effect of Training and Recognition on Nursing Assistant Retention in Acute Care Settings written by Rachael A. Swann and published by . This book was released on 2018 with total page 92 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis Certified Nursing Assistant (CNA) Recruitment and Retention Pilot Project by :
Download or read book Certified Nursing Assistant (CNA) Recruitment and Retention Pilot Project written by and published by . This book was released on 2000 with total page 88 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis Nurse and Nursing Assistant Reciprocal Caring in Long Term Care by : Georgia P. Yen-Patton
Download or read book Nurse and Nursing Assistant Reciprocal Caring in Long Term Care written by Georgia P. Yen-Patton and published by . This book was released on 2011 with total page 300 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis Job Satisfaction and Employment Turnover of Nursing Assistants in Long-term Care by : Betty S. Cottongim
Download or read book Job Satisfaction and Employment Turnover of Nursing Assistants in Long-term Care written by Betty S. Cottongim and published by . This book was released on 1997 with total page 126 pages. Available in PDF, EPUB and Kindle. Book excerpt: The population of the United States is aging: as the proportion of retirees to working-age population increases, the future needs of the elderly and long term care needs will require careful consideration by healthcare providers. Just as personal care dependency increases with age so does the proportion of older persons institutionalized at any point in time. As of 1990, of the 30 million persons over the age of 65, approximately 24 percent required some long-term care services (Feldstein, 1993). The majority of the elderly in long-term care can be expected to be cared for by nursing assistants who make up 45-50 percent of nursing home staff and provide 90 percent of the care (Wagnild 1988, Waxman et al. 1984). Identified in the literature has been the need to develop strategies for reducing a long-identified problem of nursing assistant employment turnover in long-term care facilities. Using Herzberg's (1959) Motivational Theory as a theoretical framework, this study evaluated the relationship between job satisfaction and turnover of employment of nursing assistants in long-term care. Utilizing a structured qualitative interview setting, a comparative correlation of employee retention and job satisfaction was examined. Appropriate demographic data were collected. Data analysis consisted of descriptive statistics for the demographic data and content analysis for the nursing assistant focus group interviews. Information obtained from the focus group interviews was utilized to identify overriding themes that provide insight to factors related to job satisfaction/dissatisfaction and reasons nursing assistants stay or leave a position. Overall the data from the investigative project identified that the work itself is the most important factor related to job satisfaction for nursing assistants. Nursing assistants need to have attachment and feelings for residents in order to do the job, These feelings of caring and self-worth contribute to job satisfaction and are closely tied to the reasons nursing assistants stay in a position and seem to out-weigh the extrinsic factors of dissatisfaction: pay and communication. However, these positive feelings aren't enough by themselves to decrease turnover of nursing assistant employment in long-term care. Issues of respect, communication and pay do have an effect on the self-esteem of nursing assistants and will ultimately outweigh the good feelings one has about the work itself. Factors related to lack of respect, poor communication and low pay were identified as important in all of the study facilities as job dissatisfiers and reasons nursing assistants would leave a position.
Download or read book In Their Own Words written by and published by . This book was released on 2005 with total page 141 pages. Available in PDF, EPUB and Kindle. Book excerpt: Nursing assistants provide 90% of the direct care services to residents in nursing homes. Much has been written about the problem of turnover among these employees. Often, research has addressed the issue from a "problem perspective", questioning why do nursing assistants leave? This research uses a strengths perspective, in an effort to determine why nursing assistants, who have been with their jobs for five or more years, stay on the job. A qualitative methodology was used, allowing nursing assistant participants to describe in their own words what it is like to be a nursing assistant in a nursing home. They describe the good days and bad days, how work is assigned, how they accomplish work within a team structure, why they have chosen to stay on the job, and what factors detract from staying. They also offer their own insights into the problem of turnover. The results of the study indicate that nursing assistants who stay are mature, independent, and reliable. They stay because they care about the residents they serve, and they want to make a difference in their lives. They have bad days, but they take them in stride because they view the residents like family. Other nursing assistants with whom they work are crucial to quality resident care. Only with a full staff and teamwork can all needs of residents be met, allowing time for extras that make the difference between just doing a job, and really caring for residents. Nursing assistants offer insights into the turnover problem that have implications for recruitment practices. Recommendations resulting from this research also have implications for retention and training of nursing assistants, and the need for further research.
Book Synopsis Certified Nursing Assistant Recruitment and Retention Pilot Project Report by :
Download or read book Certified Nursing Assistant Recruitment and Retention Pilot Project Report written by and published by . This book was released on 1999 with total page 154 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis Certified Nursing Assistant Recruitment and Retention Pilot Project Final Report by :
Download or read book Certified Nursing Assistant Recruitment and Retention Pilot Project Final Report written by and published by . This book was released on 2000 with total page 322 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis A Practical Guide to Recruitment & Retention by : Shelley Cohen
Download or read book A Practical Guide to Recruitment & Retention written by Shelley Cohen and published by Hcpro, a Division of Simplify Compliance. This book was released on 2005 with total page 164 pages. Available in PDF, EPUB and Kindle. Book excerpt: The forecast doesn't look good. A shortage of nurses continues to be a major problem. Facilities like yours are shelling out high salaries and signing bonuses just to get RNs in the door. Unfortunately, that hasn't proven to be enough. Once you get quality nursing professionals in the door, you need to know how to keep them from walking out. Staff in, staff out, staff in, staff out . . . Stop the revolving door from spinning! The "revolving door" trend is discouraging, but even more than that it's dangerous. Inadequately staffed facilities run the risk of preventable errors, avoidable complications, and increased length of stay and readmissions. And, many states are considering nurse/patient ratio legislation. A Practical Guide to Recruitment and Retention is a handy book that provides you with practical, field-tested strategies to attract and, more importantly, retain high-quality nursing and healthcare personnel. Filled with timely, user-friendly ideas, concepts, and tools, A Practical Guide to Recruitment and Retention helps today's nurse managers and nurse executives make effective decisions related to recruitment and retention. From recruiting student nurses to confronting troublesome nurses who can cause turnover, this book covers it all. Inside this must-have book you'll find: An in-depth look at youth recruitment Appropriate methods to recruit and retain every type of nurse Techniques for implementing quality work place improvements Ideas for recognition and reward programs Ways to embrace diversity in the healthcare workplace Numerous tools, templates, and procedures to adapt to your facility Case studies that will help drive the messages home and provide evidence of recruitment and retention strategies that work! Table of Contents Embracing diversity in the workplace Developing Nurse Managers and leaders Retaining and supporting the middle manager level nurse Helping the Nurse Manager "make time" for staff Improving interview skills and hiring techniques Employee and family-friendly policies and procedures Expanding the EAP program Focus on flexible orientation processes Surprising staff with the unexpected Professional models of care Implementing quality workplace improvement systems Assuring interdisciplinary collaboration Building collaborative practices between nursing and medical staff Methods that help staff feel a true part of the process Professional development Encouraging your staff to fulfill their career development Recognition and reward programs that promote retention The senior nurse executive's role in recruitment and retention Establishing an educational pipeline Working with Junior and Senior High Schools Working with nursing schools to secure staff Measuring recruitment and retention metrics Top ten things to do/not to do in recruitment What's working in the non-healthcare environment Learning Objectives Identify the major disadvantages of high staff turnover Identify diversity characteristics Discuss strategies for managing diversity in your organization Verbalize techniques managers can use to leave a perception with staff that you make time for them List warning signs that a manager is in need of support, guidance, and direction Discuss strategies that promote an employee friendly workplace Discuss program examples that leave a perception with staff that their employer is family friendly Identify the components of professional models of care Discuss the benefits of professional models of care Identify ways to implement quality workplace improvement systems Evaluate the results of implementing quality workplace improvement systems Identify effective methods of promoting collaborative practice between nursing, medicine, and other professional departments Discuss the benefits when nursing staff actively participate in systems and processes related to patient care List resources the staff nurse can access to enhance professional development Discuss how a commitment to professional development aids recruitment and retention Identify ways to reward staff for exceptional performance List essential aspects of the performance review that enhance retention Identify examples of appropriate goal setting for a staff nurse Identify methods to recruit young people into healthcare careers Discuss the value of establishing relationships with schools of nursing List examples of recruitment and retention data that is useful to manage your workforce Identify the values of using metrics to measure recruitment and retention success Identify ineffective recruitment strategies Identify effective recruitment strategies Identify recruitment and retention methods that have been proven successful outside the healthcare environment Compare basic recruitment and retention principles from the general workplace to those from nursing
Book Synopsis Nursing Assistant Turnover in Nursing Homes by : Kathlynn Kirk
Download or read book Nursing Assistant Turnover in Nursing Homes written by Kathlynn Kirk and published by . This book was released on 1986 with total page 68 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis Improving Nurse Retention & Healthcare Outcomes by : Judy Thomas, MSN, RN, NEA-BC
Download or read book Improving Nurse Retention & Healthcare Outcomes written by Judy Thomas, MSN, RN, NEA-BC and published by Sigma Theta Tau. This book was released on 2021-05-20 with total page 207 pages. Available in PDF, EPUB and Kindle. Book excerpt: Empowering, engaging, and retaining qualified nurses are critical healthcare priorities. Why? Nurse retention is directly correlated to healthcare outcomes, and nurse turnover has a negative, multidimensional effect on healthcare organizations. Turnover affects job satisfaction among clinical nurses, which leads to burnout, making it harder for them to provide safe patient care and achieve overall organizational initiatives. Further, the high costs associated with nurse turnover can have a huge impact on a hospital’s or health system’s profit margin. Improving Nurse Retention & Healthcare Outcomes will help clinical nurses understand how to elevate their practice as frontline care providers and give executives a new, strategic approach to nurse retention. Authors Judy Thomas and Mellisa Renter outline the IMPACT Program they created to stimulate empowerment and professional growth. In addition to explaining the program, how it works, and what it has achieved, this book provides an implementation path to make an immediate impact on nurse empowerment, engagement, and retention.
Book Synopsis Nursing workforce recruitment and retention of nurses and nurse aides is a growing concern : statement of William J. Scanlon, Director, Health Care Issues, before the Committee on Health, Education, Labor and Pensions, United States Senate by :
Download or read book Nursing workforce recruitment and retention of nurses and nurse aides is a growing concern : statement of William J. Scanlon, Director, Health Care Issues, before the Committee on Health, Education, Labor and Pensions, United States Senate written by and published by DIANE Publishing. This book was released on with total page 36 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis Solving the Frontline Crisis in Long-term Care by : Karl A. Pillemer
Download or read book Solving the Frontline Crisis in Long-term Care written by Karl A. Pillemer and published by Cengage Learning. This book was released on 1996 with total page 128 pages. Available in PDF, EPUB and Kindle. Book excerpt: This resource is full of practical tips for creating a stable and loyal frontline caregiving staff. Based on over a decade of original research, this Special Report examines the industry-wide problem of recruitment and retention in all its complexity, and shows you how to solve it in your facility! As we move into the 21st century, the long-term care industry will find itself dealing with a frontline staffing crisis that will make today's problems seem like "the good old days." There is no escape from this demographic reality. However, there are ways to prepare for it, and to begin to change your turnover situation right now. With Solving the Frontline Crisis in Long-term Care, you'll be able to: Understand the real factors that drive the cycle of turnover, Compute your present turnover rate and plan steps to decrease it, Accurately diagnose the specific kind of turnover your facility experiences, Review "best practice" models from around the country, Find the particular strategy that will be most successful in your facility, Build a stable, competent, and loyal frontline workforce for the future.
Download or read book The Shift written by Kimberly White and published by Berrett-Koehler Publishers. This book was released on 2018-06-05 with total page 237 pages. Available in PDF, EPUB and Kindle. Book excerpt: A Simple yet Profound Shift Seeing people as people is an idea so simple you'll swear you've heard it a million times but so profound you'll never stop learning from it. Kimberly White discovered it in a chain of nursing homes whose leaders, nurses, and housekeepers saw their patients, not as tasks to be ticked off a to-do list, but as valuable human beings. White helps you to this transformative shift with warm encouragement, insightful guidance, and powerfully moving, true accounts of extraordinary human goodness.
