Other Titles
Work Strain, Job Dissatisfaction, and Intent to Leave Among Home Health Care Registered Nurses: A Mixed Methods Analysis
Other Titles
Clinical Session: Creative Staffing Strategies
Abstract
Session presented on Saturday, April 13, 2013:
Background: The U.S. shortage of Home Health Care (HHC) Registered Nurses (RNs) is growing and the demand for HHC RNs is estimated to increase 109% by 2020. Factors associated with this shortage of HHC nurses include job stress/strain and low job satisfaction. Predictors of intent to leave their present HHC nursing position are not clear. To date, no published studies have been found that apply the effort-reward imbalance (ERI) model to HHC RNs.
Purpose: The purpose of this study was to measure the level of job stress/strain associated with a low job satisfaction and intent to leave reported by HHC RNs practicing in the state of Maryland.
Methods: This is a secondary analysis of the data collected from 794 HHC RNs participating in a 2006 study exploring hazard exposures in homecare. A mixed-methods analysis was conducted including quantitative and qualitative analysis.
Results: Of the 206 HHC RNs that provided a narrative, 27.2% (n=56) reported an intent to leave or had already left their HHC positions. The six most frequent categories reported in the HHC RNs narratives included; negative organizational traits, work stress, love homecare, overwhelming paperwork, inadequate financial compensation, nurse attrition/intent to leave. Logistic regression analysis demonstrated reward as a significant predictor of good job satisfaction for all groups. Overcommitment and effort were significant predictors of low job satisfaction. Elevated ERI scores were reported for respondents with (77.2%) and without (35.0%) narratives indicating the respondents with narratives reported a higher incidence of elevated ERI scores compared to those without narratives.
Conclusions: Many HHC RNs noted improvement is needed in their work environment. Job strain/stress is evident among HHC RNs and aspects of effort, reward, and overcommitment were found to be associated with low job satisfaction but no association with intent to leave.
Sigma Membership
Pi at-Large
Type
Presentation
Format Type
Text-based Document
Study Design/Type
Other
Research Approach
Mixed/Multi Method Research
Keywords:
Home Health Care Registered Nurse (HHC RN), Work Stress, Effort Reward Imbalance
Recommended Citation
Barker, D. Paxson, "Work Stress/Strain, Low Job Satisfaction, and Intent to Leave Home Healthcare Nursing Among Home Healthcare Registered Nurses (HHC RNs)" (2013). Creating Healthy Work Environments (CHWE). 28.
https://www.sigmarepository.org/chwe/2013/presentations_2013/28
Conference Name
Creating Healthy Work Environments 2013
Conference Host
Sigma Theta Tau International
Conference Location
Indianapolis, Indiana, USA
Conference Year
2013
Rights Holder
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Review Type
Abstract Review Only: Reviewed by Event Host
Acquisition
Proxy-submission
Date of Issue
2013-05-13
Funder(s)
National Institute for Occupational Safety and Health
Work Stress/Strain, Low Job Satisfaction, and Intent to Leave Home Healthcare Nursing Among Home Healthcare Registered Nurses (HHC RNs)
Indianapolis, Indiana, USA
Session presented on Saturday, April 13, 2013:
Background: The U.S. shortage of Home Health Care (HHC) Registered Nurses (RNs) is growing and the demand for HHC RNs is estimated to increase 109% by 2020. Factors associated with this shortage of HHC nurses include job stress/strain and low job satisfaction. Predictors of intent to leave their present HHC nursing position are not clear. To date, no published studies have been found that apply the effort-reward imbalance (ERI) model to HHC RNs.
Purpose: The purpose of this study was to measure the level of job stress/strain associated with a low job satisfaction and intent to leave reported by HHC RNs practicing in the state of Maryland.
Methods: This is a secondary analysis of the data collected from 794 HHC RNs participating in a 2006 study exploring hazard exposures in homecare. A mixed-methods analysis was conducted including quantitative and qualitative analysis.
Results: Of the 206 HHC RNs that provided a narrative, 27.2% (n=56) reported an intent to leave or had already left their HHC positions. The six most frequent categories reported in the HHC RNs narratives included; negative organizational traits, work stress, love homecare, overwhelming paperwork, inadequate financial compensation, nurse attrition/intent to leave. Logistic regression analysis demonstrated reward as a significant predictor of good job satisfaction for all groups. Overcommitment and effort were significant predictors of low job satisfaction. Elevated ERI scores were reported for respondents with (77.2%) and without (35.0%) narratives indicating the respondents with narratives reported a higher incidence of elevated ERI scores compared to those without narratives.
Conclusions: Many HHC RNs noted improvement is needed in their work environment. Job strain/stress is evident among HHC RNs and aspects of effort, reward, and overcommitment were found to be associated with low job satisfaction but no association with intent to leave.