Staff Turnover Intention at Long-Term Care Facilities: Implications of Resident Aggression, Burnout, and Fatigue.

Autor:	Yan E; Department of Applied Social Sciences, Hong Kong Polytechnic University, Hong Kong SAR, China. Electronic address: elsie.yan@polyu.edu.hk., Wan D; Department of Applied Social Sciences, Hong Kong Polytechnic University, Hong Kong SAR, China., To L; Department of Applied Social Sciences, Hong Kong Polytechnic University, Hong Kong SAR, China., Ng HKL; Department of Applied Social Sciences, Hong Kong Polytechnic University, Hong Kong SAR, China., Lai DWL; Faculty of Social Sciences, Hong Kong Baptist University, Hong Kong SAR, China., Cheng ST; Department of Health and Physical Education, Education University of Hong Kong, Hong Kong SAR, China., Kwok T; Department of Medicine and Therapeutics and School of Public Health, Chinese University of Hong Kong, Hong Kong SAR, China., Leung EMF; Hong Kong Association of Gerontology, Hong Kong SAR, China., Lou VWQ; Department of Social Work and Social Administration, University of Hong Kong, Hong Kong SAR, China., Fong D; School of Nursing, University of Hong Kong, Hong Kong SAR, China., Chaudhury H; Department of Gerontology, Simon Fraser University, Vancouver, Canada., Pillemer K; Cornell College of Human Ecology, Cornell University, New York, NY, USA., Lachs M; Weill Cornell Medicine, Cornell University, New York, NY, USA.
Jazyk:	angličtina
Zdroj:	Journal of the American Medical Directors Association [J Am Med Dir Assoc] 2024 Mar; Vol. 25 (3), pp. 396-402. Date of Electronic Publication: 2023 Nov 13.
DOI:	10.1016/j.jamda.2023.10.008
Abstrakt:	Objectives: Staff shortages and the high turnover rate of nursing assistants pose great challenges to long-term care. This study examined the effects of aggression from residents of long-term care facilities, burnout, and fatigue on staff turnover intention. The findings will help managers to devise effective measures to retain their staff. Design: Cross-sectional descriptive study design. Setting and Participants: A total of 800 nursing assistants were recruited from 70 long-term care facilities using convenience sampling. Methods: The participants were individually interviewed and provided information about their turnover intention, resident aggression witnessed and experienced, self-efficacy, neuroticism, burnout, fatigue, and personal and facility characteristics. Results: Hierarchical multiple regression analysis revealed that the size and organizational practices of long-term care facilities were not associated with staff turnover intention. Staff who spent less time in the industry reported witnessing resident-to-resident aggression, experienced resident-to-staff aggression, reported high levels of burnout, had acute or chronic fatigue, and had low levels of inter-shift recovery were more likely than others to report a high turnover intention. Conclusions and Implications: Staff turnover poses great challenges to staff, residents, and organizations. This study identified important factors that may help support staff in long-term care facilities. Specific measures, such as person-centered care to diminish resident aggression by addressing residents' unmet needs, work-directed programs to mitigate burnout and improve staff mental health, and flexible schedules to prevent fatigue should also be advocated to prevent staff turnover. Competing Interests: Disclosure The authors declare no conflicts of interest. (Copyright © 2023 The Authors. Published by Elsevier Inc. All rights reserved.)
Databáze:	MEDLINE
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