Nursing Home Administrator's Job Satisfaction, Work Stressors, and Intent to Leave

This study examines how job satisfaction in six subscales and select stressors and demographic covariates influence nursing home administrator's (NHA) intentions to quit. Quantitative and qualitative data were collected from 311 NHAs in five states. Adjusted odds ratios and 95% confidence intervals for the ordered logistic regression models indicated that NHAs with satisfying work demands, rewards, and coworkers, and who experienced less role conflict and had fewer prior nursing home jobs had lower turnover intentions. Although generally satisfied, roughly 24% reported intending to quit. Surprisingly, NHAs reporting higher job skills were more likely to consider leaving, suggesting that talented NHAs may choose career advancement eased by stigma-free job-hopping in an industry with high mobility norms. Qualitative data suggested that job satisfaction/dissatisfaction was influenced by a more nuanced interpretation of satisfying and more taxing job facets and quitting triggers, including themes such as helping residents and struggling with regulations.

Automated summary

This study examines how job satisfaction, stressors, and demographic covariates influence nursing home administrators' intentions to quit. Results showed that NHAs with higher job satisfaction and lower turnover intentions, but there are still some NHAs intending to quit. In addition, NHAs with higher job skills are more likely to consider leaving.