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Uncovering the care setting–turnover intention relationship of geriatric nurses

Author

Listed:
  • Marlen Rahnfeld

    (TU Dresden
    Institute for Work and Health of the German Social Accident Insurance)

  • Johannes Wendsche

    (TU Dresden
    Federal Institute for Occupational Safety and Health (BAuA))

  • Andreas Ihle

    (University of Geneva)

  • Sandrine R. Müller

    (University of Cambridge)

  • Matthias Kliegel

    (University of Geneva)

Abstract

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.

Suggested Citation

  • Marlen Rahnfeld & Johannes Wendsche & Andreas Ihle & Sandrine R. Müller & Matthias Kliegel, 2016. "Uncovering the care setting–turnover intention relationship of geriatric nurses," European Journal of Ageing, Springer, vol. 13(2), pages 159-169, June.
    • Handle: RePEc:spr:eujoag:v:13:y:2016:i:2:d:10.1007_s10433-016-0362-7
    DOI: 10.1007/s10433-016-0362-7
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    References listed on IDEAS

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    1. Bullinger, Monika, 1995. "German translation and psychometric testing of the SF-36 Health Survey: Preliminary results from the IQOLA project," Social Science & Medicine, Elsevier, vol. 41(10), pages 1359-1366, November.
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    Cited by:

    1. Rahimah Jurij & Ida Rosnita Ismail & Khadijah Alavi & Rokiah Alavi, 2023. "Eldercare’s Turnover Intention and Human Resource Approach: A Systematic Review," IJERPH, MDPI, vol. 20(5), pages 1-16, February.
    2. Jessica Scharf & Patricia Vu-Eickmann & Jian Li & Andreas Müller & Peter Angerer & Adrian Loerbroks, 2019. "Work-Related Intervention Needs and Potential Occupational Outcomes among Medical Assistants: A Cross-Sectional Study," IJERPH, MDPI, vol. 16(13), pages 1-14, June.
    3. Alexandra Pettersson & Stinne Glasdam, 2020. "Becoming a good nurse – Socialisation of newly employed nurses into the oncological clinic," Journal of Clinical Nursing, John Wiley & Sons, vol. 29(13-14), pages 2495-2507, July.

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