The first year: employment patterns and job perceptions of nursing assistants in a rural setting
Version of Record online: 5 JUL 2012
© 2012 John Wiley & Sons Ltd
Journal of Nursing Management
Special Issue: This issue: From Newly Hired to Competent - Perspectives on Working Together Issue editor: Fiona Timmins
Volume 22, Issue 6, pages 769–778, September 2014
How to Cite
MEYER, D., RAFFLE, H. and WARE, L. J. (2014), The first year: employment patterns and job perceptions of nursing assistants in a rural setting. Journal of Nursing Management, 22: 769–778. doi: 10.1111/j.1365-2834.2012.01441.x
- Issue online: 11 SEP 2014
- Version of Record online: 5 JUL 2012
- Accepted for publication: 8 May 2012
- health manpower;
- long-term care;
- nurse aides;
Meyer D., Raffle H. & Ware L.J. (2014) Journal of Nursing Management 22, 769–778 The first year: employment patterns and job perceptions of nursing assistants in a rural setting
Aim The aim of this study was to follow rural certified nursing assistants (CNAs) (n = 123) in the United States for 1 year post-training to identify retention and turnover issues in the long-term care (LTC) setting by exploring the CNAs’ perceptions of the LTC work experience.
Background Turnover among CNAs impacts the quality of care, imposes a financial burden on facilities and taxpayers, and creates increased stress and workloads on those who remain.
Method A longitudinal survey design was used to track individuals completing CNA training for 1 year.
Results At 1 year post-training, 53.7% of respondents currently worked in LTC, 30.9% worked in LTC and left, and the remaining 15.4% never worked in LTC.
Conclusion While the training site does not appear to impact retention, the first 6 months of employment appear critical. The CNAs cited pay as a reason for leaving LTC, but better pay did not characterize the jobs taken by the CNAs who left.
Implications for nursing management This study highlights the importance of the first 6 months of employment to retention and provides practical information for nurse managers evaluating the resource-effectiveness of hosting training programmes. Additionally, the key issues influencing retention were identified and practical suggestions for nurse managers to improve retention are provided.