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Exploring Factors Associated With Turnover Among Registered Nurse (RN) Supervisors in Nursing Homes

¹ Texas A&M Health Science Center, College Station
² American University of Sharjah, UAE
³ Evercare Texas

^* To whom correspondence should be addressed. E-mail: bakash{at}srph.tamhsc.edu.

	Abstract

Because most turnover studies focus on certified nursing assistants (CNAs), licensed vocational nurses (LVNs), and administrators, little is known about registered nurses’ (RNs) higher turnover. This study builds on the current body of knowledge about turnover among RN supervisors in nursing homes. The article discusses a survey of RN nurse supervisors administered in more than 1,000 nursing homes that was merged with the 2003 Texas Medicaid cost report and the area resource file. Two 2-stage models are developed to predict RN turnover rates. RNs’ intent to leave predicts RN turnover through job satisfaction, perceived empowerment, and education level. High LVN and CNA turnover and high Medicare census are associated with higher turnover. Implications are that participation in management decisions and perceived wage competitiveness are an important determinant of RN retention in nursing homes. Future research should focus why RN supervisors with higher levels of education leave nursing homes.

First published on June 4, 2009
Journal of Applied Gerontology 2009, doi:10.1177/0733464809335243


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