Testing of an intervention to decrease certified nursing assistant (CNA) turnover in a nursing home
The average length of stay for certified nursing assistants (CNAs) in the nursing home is 7 months, with a mean annual turnover of 177%. In addition, loss and replacement of a CNA is estimated to cost $5,000. Lack of recognition is noted among the factors for the high turnover that exists (low salary ranks first). Because few interventional studies exist specifically to decrease CNA turnover, there is need for simple, noncomplicated, user-friendly programs to successfully lower turnover of CNAs thereby, reducing the cost of turnover. This study was aimed at decreasing turnover of CNAs in a nursing home by empowering them as well as the other staff through two programs, a recognition program (Character First) and a reward program (e.g., tuition reimbursement). Zimmerman's (2000) empowerment theory was the framework. The study applied a quasi-experimental design carried out at two nursing homes (one experimental and one nonequivalent comparison group) with approximately 200 beds each. The sample consisted of 98 CNAs (47 and 51, respectively). Main research variables were the recognition and reward programs (independent variable), turnover, job satisfaction, morale, and empowerment (dependent variables). Descriptive statistics were performed along with simple t-test, and ANCOVA. As a result of this 6-month interventional study turnover in the treatment facility decreased from 98% to 40%, whereas, the turnover in the comparison facility went from 111% to 86%. There were no significant increases in CNAs' job satisfaction, morale, and empowerment compared to the pretest results of the experimental nursing home. There were no differences in job satisfaction, morale, and empowerment at post-intervention between the experimental and comparison nursing homes. Action implications include disseminating information about the recognition and reward programs to nursing homes and their administrators as a method to decrease CNA turnover. Research implications include the need for more studies with treatment modalities (e.g., enhancing relationships with supervisors) to decrease turnover of CNAs, to empower CNAs, and increase participation of nursing home staff and schools of nursing in conferences and journals to share in combatting the problem. ^
Gerontology|Health Sciences, Nursing|Health Sciences, Health Care Management
Howarlene Sabrina Webb,
"Testing of an intervention to decrease certified nursing assistant (CNA) turnover in a nursing home"
Dissertations and Master's Theses (Campus Access).