Bowers Barbara J, Esmond Sarah, Jacobson Nora
School of Nursing, University of Wisconsin, K6/328 Clinical Science Center, 600 Highland Avenue, Madison, WI 53792-2455, USA.
J Gerontol Nurs. 2003 Mar;29(3):36-43. doi: 10.3928/0098-9134-20030301-09.
This study's purpose was to contribute to the development of a theory of turnover by understanding how CNAs employed in long-term care facilities conceptualize the factors that cause them to leave their jobs. Using grounded dimensional analysis, the authors conducted in-depth interviews with CNAs currently and formerly employed by three nursing homes. The CNAs' perception that they are unappreciated and undervalued by the organizations for which they work contributes significantly to turnover. The origins of this perception lie in policies and practices that lead, CNAs to feel personally and professionally dismissed. The authors suggest how long-term care facilities might change their staffing and personnel policies to better demonstrate respect and appreciation, thus reducing turnover and enhancing the quality of work and care.
本研究的目的是通过了解长期护理机构中受雇的护理助理如何看待导致他们离职的因素，为离职理论的发展做出贡献。作者运用扎根维度分析法，对三家养老院目前在职和曾经在职的护理助理进行了深入访谈。护理助理认为他们所在的机构没有赏识和重视他们，这在很大程度上导致了人员流动。这种看法源于一些政策和做法，这些政策和做法让护理助理在个人和职业方面都感到被忽视。作者提出了长期护理机构可以如何改变其人员配置和人事政策，以更好地表达尊重和赏识，从而减少人员流动，提高工作和护理质量。
