Abstract
ABSTRACT Certified nursing assistants (CNAs) provide the majority of care to a growing aging population, so with persistent caregiver workforce shortages, CNA retention is of utmost concern for long-term care agencies. The current study examines the alignment of CNA and leadership’s perception, of which workplace factors are most important to CNA’s for retention. A quantitative survey was administered to CNAs (n = 295), directors of nursing (DON) (n = 59) and nursing home administrators (NHA) (n = 59). Data were analysed using descriptive statistics to describe the sample, Likert scale means were calculated and compared across stakeholders and a one-way ANOVA with Tukey’s post-hoc analysis was conducted to examine alignment and areas of differences in stakeholder perspectives. Areas of agreement among stakeholders included CNAs valuing competitive pay, positive supervisor relationships, adequate staffing levels and a sense of teamwork. However, clear differences were also identified, such as CNAs prioritizing the ability to safely perform their job, the skilled nursing facility’s (SNF) reputation for quality care and access to continuing education, which were all areas not noted to be perceived as important to CNAs by DONs and NHAs. Enhanced understanding of what CNAs have identified as important retention factors could reduce turnover rates and, in turn, improve quality of care.
Published Version
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