Why do they stay? Job tenure among certified nursing assistants in nursing homes.
OBJECTIVE
This study identifies factors related to job tenure among certified nursing assistants (CNAs) working in nursing homes.


METHODS
The study uses 2004 data from the National Nursing Home Survey, the National Nursing Assistant Survey, and the Area Resource File. Ordinary least squares regression analyses were conducted with length of job tenure as the dependent variable. Tenure of CNAs was hypothesized to be motivated by the extrinsic rewards of their job, initial training and mentoring, reasons for being a CNA, organizational culture, and personal, facility, and market characteristics. Separate analyses were conducted for the overall sample and for CNAs who worked for the facility for more than 1 year.


RESULTS
Among policy-relevant domains, extrinsic rewards had the largest number of significant variables (4). Only 1 training and 1 organizational culture variable significantly affected CNA job tenure. Significant variables in domains not readily influenced by policy (e.g., personal characteristics and characteristics of the facility and surrounding market area) were often significant in both regressions.


CONCLUSIONS
This study underscores the importance of the basic economics of job choice by low-income workers. Wages, fringe benefits, job security, and alternative choices of employment are important determinants of job tenure that should be addressed, in addition to training and organizational culture.
Aging, Disability, and Long-Term Care Program, RTI International, Washington, DC 20005, USA. jwiener@rti.org
Joshua M
JM
Wiener
Marie R
MR
Squillace
Wayne L
WL
Anderson
Galina
G
Khatutsky
D000328:Adult; D002568:Certification; D005260:Female; D019538:Health Care Surveys; D006801:Humans; D008297:Male; D008875:Middle Aged; D009728:Nursing Assistants; D009735:Nursing Homes; D010558:Personnel Loyalty; D014481:United States; D000078329:Workforce