The influence of intrinsic and extrinsic job values on turnover intention among continuing care assistants in Nova Scotia.
This article examines the influence that intrinsic and extrinsic job values have on the turnover intention of continuing care assistants (CCAs) who work either in home care or facility-based care in Nova Scotia (n = 188). Factor analysis of job values identified three latent job values structures: "compensation and commitment," "flexibility and opportunity," and "positive work relationships." Using binary logistic regression, we examined the predictive utility of these factors on two indices of turnover intention. Regression results indicate that, in general, job values constructs did not significantly predict turnover intention when controlling for demographics and job characteristics. However, a trend was found for the "positive work relationships" factor in predicting consideration of changing employers. In addition, CCAs who work in facility-based care were significantly more likely to have considered leaving their current employer. With projected increases in the demand for these workers in both home and continuing care, more attention is needed to identify and address factors to reduce turnover intention.
Nova Scotia Department of Health and Wellness, Halifax, Nova Scotia, Canada.
Donna M
DM
Dill
Janice M
JM
Keefe
Daniel S
DS
McGrath
D000328:Adult; D001291:Attitude of Health Personnel; D005163:Factor Analysis, Statistical; D005260:Female; D006801:Humans; D007588:Job Satisfaction; D016015:Logistic Models; D008297:Male; D008875:Middle Aged; D009674:Nova Scotia; D009728:Nursing Assistants / Q000523:psychology*; D009735:Nursing Homes; D010563:Personnel Turnover / Q000706:statistics & numerical data*; D011795:Surveys and Questionnaires; D000078329:Workforce