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J Nurs Manag. 2014 Jul;22(5):553-62. doi: 10.1111/jonm.12031. Epub 2013 Jan 21.

Turnover of regulated nurses in long-term care facilities.

Author information

1
Lawrence S. Bloomberg Faculty of Nursing, University of Toronto, Toronto, Ontario, Canada.

Abstract

AIMS:

To describe the relationship between nursing staff turnover in long-term care (LTC) homes and organisational factors consisting of leadership practices and behaviours, supervisory support, burnout, job satisfaction and work environment satisfaction.

BACKGROUND:

The turnover of regulated nursing staff [Registered Nurses (RNs) and Registered Practical Nurses (RPNs)] in LTC facilities is a pervasive problem, but there is a scarcity of research examining this issue in Canada.

METHODS:

The study was conceptualized using a Stress Process model. Distinct surveys were distributed to administrators to measure organisational factors and to regulated nurses to measure personal and job-related sources of stress and workplace support. In total, 324 surveys were used in the linear regression analysis to examine factors associated with high turnover rates.

RESULTS:

Higher leadership practice scores were associated with lower nursing turnover; a one score increase in leadership correlated with a 49% decrease in nursing turnover. A significant inverse relationship between leadership turnover and nurse turnover was found: the higher the administrator turnover the lower the nurse turnover rate.

CONCLUSION:

Leadership practices and administrator turnover are significant in influencing regulated nurse turnover in LTC.

IMPLICATIONS FOR NURSING MANAGEMENT:

Long-term care facilities may want to focus on building good leadership and communication as an upstream method to minimize nurse turnover.

KEYWORDS:

administrative turnover; long-term care; nursing home; nursing turnover; stress

PMID:
25041798
DOI:
10.1111/jonm.12031
[Indexed for MEDLINE]

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