Turnover reinterpreted CNAs talk about why they leave.
This study's purpose was to contribute to the development of a theory of turnover by understanding how CNAs employed in long-term care facilities conceptualize the factors that cause them to leave their jobs. Using grounded dimensional analysis, the authors conducted in-depth interviews with CNAs currently and formerly employed by three nursing homes. The CNAs' perception that they are unappreciated and undervalued by the organizations for which they work contributes significantly to turnover. The origins of this perception lie in policies and practices that lead, CNAs to feel personally and professionally dismissed. The authors suggest how long-term care facilities might change their staffing and personnel policies to better demonstrate respect and appreciation, thus reducing turnover and enhancing the quality of work and care.
Bowers
Barbara J
BJ
School of Nursing, University of Wisconsin, K6/328 Clinical Science Center, 600 Highland Avenue, Madison, WI 53792-2455, USA.
Esmond
Sarah
S
Jacobson
Nora
N
D000368:Aged; D000369:Aged, 80 and over; D001291:Attitude of Health Personnel; D005260:Female; D005851:Geriatric Nursing; D019538:Health Care Surveys; D006707:Homes for the Aged; D006801:Humans; D007400:Interprofessional Relations; D008297:Male; D009728:Nursing Assistants / Q000600:supply & distribution*; D009735:Nursing Homes; D010563:Personnel Turnover / Q000706:statistics & numerical data* / Q000639:trends; D011787:Quality of Health Care; D011795:Surveys and Questionnaires; D014481:United States; D000078329:Workforce; D016526:Workload / Q000523:psychology