Organizational commitment and turnover of nursing home administrators.
In this investigation, the associations between organizational commitment (OC), intent-to-turnover, and actual turnover of a large sample of nursing home administrators (NHAs) are examined. Data used come from a mail survey, from which 632 responses were received from the NHAs (response rate = 63%). The one-year turnover rate of NHAs was 39 percent, and in almost all cases (87%) these NHAs had also exhibited low OC scores. The intent-to-turnover results show thinking about quitting comes before searching for a new position, which in turn both comes before the intention to quit. Multivariate analyses show work overload has a strong and robust association with both intent-to-turnover and turnover of NHAs, and may indicate that NHAs are leaving their positions because they are understaffed.
Castle
Nicholas G
NG
University of Pittsburgh, Department of Health Policy and Management, Graduate School of Public Health, Pittsburgh, Pennsylvania, USA. CASTLEN@Pitt.edu
D001291:Attitude of Health Personnel; D006801:Humans; D033182:Intention; D015999:Multivariate Analysis; D009518:New York; D009718:Nurse Administrators / Q000523:psychology* / Q000600:supply & distribution; D009735:Nursing Homes / Q000458:organization & administration*; D010414:Pennsylvania; D010558:Personnel Loyalty; D010561:Personnel Staffing and Scheduling; D010563:Personnel Turnover / Q000706:statistics & numerical data* / Q000639:trends; D011795:Surveys and Questionnaires