An exploration of job, organizational, and environmental factors associated with high and low nursing assistant turnover.
OBJECTIVE
This article examines factors that distinguish nursing facilities with very high and very low nursing assistant turnover rates from a middle referent group, exploring the possibility that high and low turnover are discrete phenomena with different antecedents.


METHODS
Data from a stratified sample of facilities in eight states, with directors of nursing as respondents (N = 288), were merged with facility-level indicators from the On-Line Survey Certification of Automated Records and county-level data from the Area Resource File. Multinominal logistic regression was used to identify factors associated with low (less than 6.6% in 6 months) and high (more than 64% in 6 months) turnover rates.


RESULTS
With the exception of registered nurse turnover rate, low turnover and high turnover were not associated with the same factors.


CONCLUSIONS
Future studies of facility turnover should avoid modeling turnover as a linear function of a single set of predictors in order to provide clearer recommendations for practice.
Brannon
Diane
D
Department of Health Policy and Administration, The Pennsylvania State University, University Park, PA 16802, USA. F8Z@psu.edu
Zinn
Jacqueline S
JS
Mor
Vincent
V
Davis
Jullet
J
D003625:Data Collection; D004777:Environment; D006801:Humans; D016294:Models, Nursing; D009728:Nursing Assistants; D010563:Personnel Turnover / Q000706:statistics & numerical data*; D014937:Work