國立虎尾科技大學 |

Employee Turnover in the Long-Term Care Industry.

Record Type:	Language materials, manuscript : Monograph/item
Title/Author:	Employee Turnover in the Long-Term Care Industry./
Author:	Bryant, Olalya A.
Description:	1 online resource (194 pages)
Notes:	Source: Dissertation Abstracts International, Volume: 78-07(E), Section: A.
Subject:	Business administration. -
Online resource:	click for full text (PQDT)
ISBN:	9781369611922

Employee Turnover in the Long-Term Care Industry.
Bryant, Olalya A.

Employee Turnover in the Long-Term Care Industry. - 1 online resource (194 pages)

Source: Dissertation Abstracts International, Volume: 78-07(E), Section: A.

Thesis (D.B.A.)--Walden University, 2017.

Includes bibliographical references

Employee turnover costs long-term care facilities billions of dollars on an annual basis. The purpose of this correlational study was to examine the relationships between employee turnover intention of certified nursing assistants (CNAs) in the long-term care industry and employee compensation, engagement, job satisfaction, motivation, and work environment. The predictor variables were employee compensation, engagement, job satisfaction, motivation, and work environment. The criterion variable was employee turnover intention. The population of interest consisted of CNAs who were residents of Florida, over the age of 18 years, and employed in the long-term care industry. The theoretical framework that grounded this study was the motivational-hygiene theory. For this study, a sample of 157 participants completed an electronic survey. Multiple linear regression analyses predicted the dependent variables, R2 = .34, F(5, 151) = 15.22, p < .0001. The multiple regression model with 4 of the 5 predictors accounted for significantly more variance in turnover intention than would be expected by chance. Correlation tests resulted in statistically significant inverse relationships between employee turnover intention and employee compensation, engagement, job satisfaction, and work environment. The negative correlation observed between motivation and turnover intention was not statistically significant. The findings in this study may contribute to positive social change by reducing turnover intention while improving the quality of care and reducing costs of care that affect the lives of the long-term care residents, concerned family members, and significant others.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2018

Mode of access: World Wide Web

ISBN: 9781369611922Subjects--Topical Terms:

1148568
Business administration.
Index Terms--Genre/Form:

554714
Electronic books.

Employee Turnover in the Long-Term Care Industry.
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035 $a (MiAaPQ)AAI10258132
035 $a (MiAaPQ)waldenu:18614
035 $a AAI10258132
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100 1 $a Bryant, Olalya A. $3 1189319
245 1 0 $a Employee Turnover in the Long-Term Care Industry.
264 0 $c 2017
300 $a 1 online resource (194 pages)
336 $a text $b txt $2 rdacontent
337 $a computer $b c $2 rdamedia
338 $a online resource $b cr $2 rdacarrier
500 $a Source: Dissertation Abstracts International, Volume: 78-07(E), Section: A.
500 $a Adviser: Craig Martin.
502 $a Thesis (D.B.A.)--Walden University, 2017.
504 $a Includes bibliographical references
520 $a Employee turnover costs long-term care facilities billions of dollars on an annual basis. The purpose of this correlational study was to examine the relationships between employee turnover intention of certified nursing assistants (CNAs) in the long-term care industry and employee compensation, engagement, job satisfaction, motivation, and work environment. The predictor variables were employee compensation, engagement, job satisfaction, motivation, and work environment. The criterion variable was employee turnover intention. The population of interest consisted of CNAs who were residents of Florida, over the age of 18 years, and employed in the long-term care industry. The theoretical framework that grounded this study was the motivational-hygiene theory. For this study, a sample of 157 participants completed an electronic survey. Multiple linear regression analyses predicted the dependent variables, R2 = .34, F(5, 151) = 15.22, p < .0001. The multiple regression model with 4 of the 5 predictors accounted for significantly more variance in turnover intention than would be expected by chance. Correlation tests resulted in statistically significant inverse relationships between employee turnover intention and employee compensation, engagement, job satisfaction, and work environment. The negative correlation observed between motivation and turnover intention was not statistically significant. The findings in this study may contribute to positive social change by reducing turnover intention while improving the quality of care and reducing costs of care that affect the lives of the long-term care residents, concerned family members, and significant others.
533 $a Electronic reproduction. $b Ann Arbor, Mich. : $c ProQuest, $d 2018
538 $a Mode of access: World Wide Web
650 4 $a Business administration. $3 1148568
650 4 $a Labor relations. $3 1179301
655 7 $a Electronic books. $2 local $3 554714
690 $a 0310
690 $a 0629
710 2 $a ProQuest Information and Learning Co. $3 1178819
710 2 $a Walden University. $b Management. $3 1148485
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=10258132 $z click for full text (PQDT)