Uncovering the care setting–turnover intention relationship of geriatric nurses
- 540 Downloads
In times of global demographic changes, strategies are needed for improving nursing staff retention. We examined the association of care setting (nursing homes and home care) with geriatric nurses’ intention to leave their job and their profession. Thus far, it is unclear why nurses’ turnover intention and behaviour do not differ between care settings, although working conditions tend to be better in home care. We used the Job Demands-Resources model to explain indirect and buffering effects by job demands (time pressure, social conflicts) and resources (task identity, supervisor support, and co-worker support) via nurses’ perceived health and job satisfaction on nurses’ leaving intentions. The present cross-sectional questionnaire study was conducted with a sample of N = 278 registered nurses and nursing aides in German geriatric care. As expected, there was no direct relationship between care setting and leaving attitudes. Demands and resources predicted the intention to leave with job satisfaction as mediator. We found more demands in nursing homes but no differences in resources. Serial mediation effects of care setting on intentions to leave via demands/resources and health/job satisfaction as mediators were found only for time pressure and social conflicts. Unexpectedly, there were no clear differences between intention to leave the job and the profession. As hypotheses were only partly confirmed, other buffering and detrimental effects on leaving intentions are discussed. The present data suggest that detailed concepts for personnel and career planning in geriatric care are needed.
KeywordsTurnover intention Job demands Resources Job satisfaction Health Geriatric nurses
The authors wish to thank the other members of the ODEM study group, which consisted of Paulina Bilinska, Katharina Gördeler, Katharina Roitzsch, Nadine Schrod, Anne Tomaschek, Winfried Hacker, and Jürgen Wegge. We also thank our student assistants Martha Baumgärtel, Florian Dietsch, Tino Franzke, Franziska Giller, Adam Karcz, Nadine Richter, Annett Weber, and Monique Zenker, who supported data collection. We also thank two anonymous reviewers and Editor Howard Litwin for their helpful comments on earlier versions of this manuscript.
This study was supported by a research grant of the German Research Foundation awarded to Matthias Kliegel (KL 2303/7-1). The German Research Foundation played no further role in the conduction of this study, the preparation of the article, or in the decision to submit this paper for publication. The publication was further supported by a Ph.D. scholarship awarded by the German Social Accident Insurance (Deutsche Gesetzliche Unfallversicherung, DGUV) to Marlen Rahnfeld.
Compliance with ethical standards
Conflict of interest
The authors declare that they have no actual or potential financial and other conflicts of interest related to the submitted manuscript.
- Bilinska P, Wegge J, Kliegel M (in press) Caring for the elderly but not for the own old employees? Organizational age climate, age stereotypes and turnover intentions in young and old nurses. J Pers PsycholGoogle Scholar
- Bullinger M, Kirchberger I (1998) SF-36. Fragebogen zum Gesundheitszustand. [SF-36. Health survey.] Hogrefe, Göttingen/GermanyGoogle Scholar
- German Federal Statistical Office (2015) https://www.destatis.de/EN/FactsFigures/SocietyState/Health/LongTermCare/LongTermCare.html. Accessed 1 Nov 2015
- Hasselhorn HM, Tackenberg P, Müller BH (eds) (2003) Working conditions and intent to leave the profession among nursing staff in Europe. Report No. 7: 2003. A research project initiated by SALTSA and funded by the European Commission (QLK6-CT-2001-00475)Google Scholar
- Hayes AF (2013) Introduction to mediation, moderation, and conditional process analysis: a regression-based approach. The Guilford Press, New YorkGoogle Scholar
- Rimann M, Udris I (1997) Subjektive Arbeitsanalyse: Der Fragebogen SALSA. [Subjective Work Analysis: The Questionnaire SALSA] In: Strohm O, Ulich E (eds) Unternehmen arbeitspsychologisch bewerten: ein Mehr-Ebenen-Ansatz unter besonderer Berücksichtigung von Mensch, Technik und Organisation. [Evaluating companies from a work psychology perspective: a multi-level approach in special consideration of man, technology, and organization.] vdf Hochschulverlag, Zürich/Switzerland, pp 281–298Google Scholar
- Simon M, Tackenberg P, Hasselhorn HM, Kümmerling A, Büscher A, Müller BH (2005) Auswertung der ersten Befragung der NEXT-Studie in Deutschland [First results of the NEXT survey in Germany]. University of Wuppertal. http://www.next.uni-wuppertal.de Accessed 1 Nov 2015