The licensed nursing home administrator is vanishing. Dramatic changes in the long-term care industry have occurred since the 1990s. Those changes are in the realms of increased regulatory oversight, reimbursement decline, staff shortages, consumer access to information, more clinically complex patients, maintaining census in an eroding skilled services environment, and more. These issues are present in the industry, but the questions remain whether they are perceived as a source of stress for the nursing home administrator, and if they impact turnover or intent to leave the job. The impact of stress on turnover in this position is not well documented. In this study licensed nursing home administrators in the State of Maryland were surveyed in order to measure workplace stress and determine its relationship to intent to leave the job. Participants were asked to provide data related to their ranking of workplace stressors, the severity and frequency of stressful workplace events, frequency of preparatory and active job search behaviors and demographic characteristics. Job stress was a significant predictor of preparatory and active intentions to leave the job for Maryland nursing home administrators. Number of hours worked per week was found to be related to active intent to leave and nursing home administrators in Maryland are aging within the profession with a mean age of 51.72 years.
|Advisor:||Whitman, Mary F.|
|Commitee:||Driver, Thomas L., Vaughan, Robert G.|
|Department:||School of Business|
|School Location:||United States -- Minnesota|
|Source:||DAI-A 70/06, Dissertation Abstracts International|
|Keywords:||Intent to leave, Long-term care, Nursing home administrator, Stress, Turnover, Workplace stress|
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