Nursing Assistants’ Job Commitment: Effect of Nursing Home Organizational Factors and Impact on Resident Well-Being

Source: Christine E. Bishop, Dana Beth Weinberg, Walter Leutz, Almas Dossa, Susan G. Pfefferle, and Rebekah M. Zincavage, Gerontologist, Volume 48, Special Issue I, 2008
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From a Robert Wood Johnson Foundation summary:
The turnover rate for direct care workers in nursing homes was recently assessed at 71 percent. Understanding the factors related to certified nursing assistants’ (CNAs) intent to remain on their jobs might inform efforts to create a direct care workforce with less turnover.

This article examined how basic supervision, job enhancements and concrete job rewards related to job commitment for CNAs. It also explored the association between CNAs’ job commitment and the experience of nursing unit residents.
Key Findings:
• After adjusting for concrete job rewards, a significant relationship existed between job commitment of CNAs and basic supervision.
• More nursing home residents were satisfied with their quality of life and relationship to CNAs when the proportion of CNAs committed to their jobs was high.
• Job enhancements did not affect CNAs’ job commitment when job rewards and basic supervision were accounted for in the analysis.

Promoting concrete job rewards and reinforcing basic supervision for CNAs could prove beneficial in increasing stability in the long-term care workforce and the quality of care nursing home residents receive.

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