Determinants of regulated nurses' intention to stay in long-term care homes
Version of Record online: 18 JUL 2013
© 2013 John Wiley & Sons Ltd
Journal of Nursing Management
Special Issue: This issue: Nursing leadership and patient outcomes Issue editor: Greta G. Cummings
Volume 21, Issue 5, pages 771–781, July 2013
How to Cite
2013) Journal of Nursing Management 21, 771–781. Determinants of regulated nurses' intention to stay in long-term care homes, , , . (
- Issue online: 18 JUL 2013
- Version of Record online: 18 JUL 2013
- Manuscript Accepted: 26 MAY 2013
- conceptual framework;
- intention to stay;
- job satisfaction;
- nursing home;
- regulated nurses;
To examine determinants of intent to stay among regulated nurses employed in long-term care facilities.
Elderly persons living in long-term care have increasingly complex care needs, putting greater demands on health-care providers. Indeed, regulated nursing staff employed in long-term care facilities represent the largest group of health-care providers who intend to leave their current jobs.
Survey responses from 155 nurses from 12 long-term care facilities were analyzed to test the impact of six predictors on intent to stay.
Intention to stay was positively associated with lower burnout, higher job satisfaction, older nurses and resident relationships. Work relationships were negatively associated with intention to stay. Leadership support was not a significant predictor.
Most predictors were correlated with intention to stay as hypothesized. Further research is warranted to investigate the influence of management practices and work relationships on regulated nursing staff's intent to stay in long-term care.
Implications for nursing management
To retain qualified nursing staff and ensure quality of care, long-term care administrators should focus on creating a work environment that reduces burnout, increases job satisfaction, and enables nurses to foster relationships with residents. Recommendations for long-term care administrators include: (1) provide opportunities for self-scheduling, full-time work and benefits; (2) develop models of care that enhance resident relationships; (3) examine existing regulated nursing staff responsibilities and adjust to minimize burnout.