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Staff turnover in nursing homes is not a recent phenomenon; studies as far back as the mid-1970s have documented average turnover rates for registered nurses (RNs), licensed vocational nurses (LVNs), and certified nurse’s aides (CNAs) ranging between 55% and 75% (Mor, V., Mukamel, D.B., & Spector, W. D. 2009, 1). Long-term care facilities (LTC) grapple with staffing issues related to the high turnover of licensed staff, resulting in a significant financial burden and impacting the quality of care provided to residents. The question of why it is challenging to attract and retain nurses in long-term care facilities has prompted investigations, such as the qualitative study conducted by the International Journal of Nursing Studies titled: “Making Tradeoffs between Reasons to Leave and Reasons to Stay Employed in Long-Term Care Homes: Perspectives of Licensed Nursing Staff” (Boscart, V.M.
Bowers, B., Brown, M., & McGilton, K. S. 2014, 917).
The high turnover of licensed staff in nursing homes not only affects the quality of care for residents and staff morale but is also financially burdensome for the facility.
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This study aims to understand the factors influencing nursing staff decisions to stay at a LTC facility. Previous studies primarily focused on nonlicensed staff or were conducted within acute care settings. The significance of this study lies in providing insights for administrators struggling to attract and retain licensed nursing staff, as high turnover negatively impacts resident care, staff morale, and financial stability.
The purpose of the study was to comprehend the factors influencing nurses' decisions to stay at LTC facilities.
The research questions sought to explore the motivations that lead nurses to remain in their current positions and the factors that could prompt them to terminate their employment. The study employed a qualitative-descriptive methodology with a sample size of 17 RNs and 24 LPNs, predominantly female with an average age of 48 years. Conducted in seven LTC homes across Ontario, Canada, the study obtained necessary permissions and consents. Focus groups were digitally recorded, ensuring confidentiality, and data were analyzed to achieve saturation, allowing for analytic generalizations about working circumstances influencing nurses' intentions to stay in LTC facilities (Boscart, V. M., Bowers, B., Brown, M., & McGilton, K.S. 2014).
The study incorporated relevant qualitative resources dated between 2000 and 2012, addressing the gap in retention research within LTC settings. Limitations included joint interviews with LPNs and RNs and potential bias due to the lead researcher being a nurse. The findings provided valuable insights into staff retention but lacked information on the implementation of employees' ideas by the LTC facilities.
Existing literature on the subject also emphasizes the critical role played by nursing staff in the overall well-being of residents within long-term care facilities. The dynamic and demanding nature of the healthcare profession, coupled with the unique challenges posed by long-term care settings, make it imperative to delve deeper into understanding the intricacies of staff turnover and retention in these environments.
Moreover, studies have indicated that high turnover rates contribute to increased costs for nursing homes, including recruitment, training, and orientation expenses for new staff. This financial strain further underscores the need for comprehensive research to identify effective strategies for retaining licensed nursing staff in LTC facilities.
Although the author did not explicitly identify a specific theory, Herzberg’s two-factor theory aligns closely with the study. This theory explores employee satisfaction and dissatisfaction, categorizing factors into hygiene and motivator factors. Understanding what motivates and satisfies employees is crucial for employers seeking to enhance job satisfaction and retain their workforce (Riley, J., 2012).
Several other theoretical frameworks may also offer valuable insights into the complexities of staff turnover in long-term care facilities. For instance, the Job Characteristics Model (JCM) could provide a lens through which to examine the impact of various job attributes on staff motivation and satisfaction. Exploring these theoretical perspectives in future research could contribute to a more nuanced understanding of the multifaceted factors influencing nursing staff decisions in LTC settings.
Themes resonating throughout the study highlighted the importance of relationships with residents and coworkers as significant factors influencing nurses to stay in LTC facilities. The framework developed from the study identified reasons for both staying and leaving a job, including regulatory constraints affecting role flexibility, limitations on professional judgment, lack of supportive leadership, and personal commitments. Nurses expressed staying due to relationships, learning opportunities, and educational prospects.
As evidenced in the study, the reasons for leaving or staying at a job are multifaceted. High turnover poses disadvantages for facilities, residents, and employees alike. Understanding what is crucial for nurses' job satisfaction becomes imperative in the context of the nursing shortage and the challenges in retaining staff in LTC facilities. Future studies should explore whether the facilities implemented the information provided by the staff, enhancing the practical application of the findings. This study contributes significantly to nursing by allowing nurses to voice their concerns and offering employers the opportunity to make informed changes.
In conclusion, the study not only sheds light on the complexities of staff turnover in LTC facilities but also opens avenues for further exploration. The multifaceted nature of the issue necessitates ongoing research to develop targeted interventions that address the specific challenges faced by nursing staff in long-term care settings. As the healthcare landscape continues to evolve, understanding and mitigating staff turnover will be pivotal in ensuring high-quality, consistent care for the growing population in need of long-term care services.
Understanding Staff Turnover in Nursing Homes. (2016, May 27). Retrieved from https://studymoose.com/qualitative-research-critique-essay
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