Zhang Yuan, Punnett Laura, Gore Rebecca
University of Massachusetts Lowell, Lowell, MA, USA.
J Appl Gerontol. 2014 Feb;33(1):6-23. doi: 10.1177/0733464812443085. Epub 2012 Apr 23.
Employee turnover is a large and expensive problem in the long-term care environment. Stated intention to leave is a reliable indicator of likely turnover, but actual predictors, especially for nursing assistants, have been incompletely investigated. This quantitative study identifies the relationships among employees' working conditions, mental health, and intention to leave. Self-administered questionnaires were collected with 1,589 employees in 18 for-profit nursing homes. A working condition index for the number of beneficial job features was constructed. Poisson regression modeling found that employees who reported four positive features were 77% less likely to state strong intention to leave (PR = 0.23, p < .001). The strength of relationship between working conditions and intention to leave was slightly mediated by employee mental health. Effective workplace intervention programs must address work organization features to reduce employee intention to leave. Healthy workplaces should build better interpersonal relationships, show respect for employee work, and involve employees in decision-making processes.
员工流动率在长期护理环境中是一个重大且成本高昂的问题。离职意向是可能发生人员流动的可靠指标，但实际的预测因素，尤其是针对护理助理的预测因素，尚未得到充分研究。这项定量研究确定了员工工作条件、心理健康与离职意向之间的关系。研究人员在18家营利性养老院收集了1589名员工自行填写的问卷。构建了一个关于有益工作特征数量的工作条件指数。泊松回归模型显示，报告有四项积极特征的员工表示有强烈离职意向的可能性降低了77%（风险比=0.23，p<0.001）。工作条件与离职意向之间的关系强度在一定程度上受到员工心理健康的调节。有效的职场干预计划必须关注工作组织特征，以降低员工的离职意向。健康的工作场所应建立更好人际 关系，尊重员工工作，并让员工参与决策过程。
