Kennedy Katherine A
Advanced Health Fellow in Health Services Research & Development, Center for Innovation in Long-Term Services & Supports, 20100Providence VA Medical Center, Providence, RI, USA.
J Appl Gerontol. 2023 Jan;42(1):37-48. doi: 10.1177/07334648221124918. Epub 2022 Sep 6.
This study examined whether certified nurse aide (CNA) retention was positively related to nursing home (NH) resident care experiences at the organizational-level. The 2017 Ohio Biennial Survey of Long-Term Care Facilities and the 2017 Ohio Nursing Home Resident Satisfaction Survey provided the key variables. Quartiles of CNA retention (0-48%, 49-60%, 61-72%, 73-100%) were created from the analysis sample (N = 667). Regression analyses clustered NHs within counties and controlled for structural characteristics, financial resources, empowered managers, resilience, quality of work-life, resident, and community characteristics. NHs in Quartile 3 of CNA retention had environment scores by 1.36 percentage points compared to Quartile 1 ( < .05). NHs in Quartile 4 had lower facility culture scores by 1.31 percentage points than NHs in Quartiles 1-3 ( < .05); this pattern repeated when Quartiles 3 and 4 were compared on other outcomes. Future research should explore NHs with very high CNA retention to improve understanding of the measure.
本研究考察了在组织层面上，认证护理助理（CNA）的留用率是否与养老院（NH）的居民护理体验呈正相关。2017年俄亥俄州长期护理机构两年一次调查和2017年俄亥俄州养老院居民满意度调查提供了关键变量。根据分析样本（N = 667）创建了CNA留用率的四分位数（0 - 48%、49 - 60%、61 - 72%、73 - 100%）。回归分析对各县内的养老院进行了聚类，并控制了结构特征、财务资源、有自主权的管理人员、恢复力、工作生活质量、居民和社区特征。CNA留用率处于第三四分位数的养老院，其环境得分比第一四分位数的养老院高1.36个百分点（P < .05）。第四四分位数的养老院的设施文化得分比第一至第三四分位数的养老院低1.31个百分点（P < .05）；在比较其他结果时，第三和第四四分位数的养老院之间也出现了这种模式。未来的研究应探索CNA留用率非常高的养老院，以增进对该指标的理解。
