Predicting Turnover and Retention in Nursing Home Administrators

The extracted model correlates tenure with the administrator's past patterns of stability, community attachment, organizational commitment, and facility performance, and is particularly effective in flagging NHAs who are likely to depart within their first 3 years of employment.

Abstract

Administrator turnover and its impact on the quality of patient care are important concerns in the nursing home industry. This study evaluates a model to determine which factors, attitudes, and personal characteristics can predict tenure. Responses to a survey from 290 nursing home administrators (NHAs) who furnished data on their previous positions were analyzed using logistic regression methods. The extracted model correlates tenure with the administrator's past patterns of stability, community attachment, organizational commitment, and facility performance. The model is particularly effective (85% accuracy) in flagging NHAs who are likely to depart within their first 3 years of employment. Implications of these findings for recruitment, retention, and licensure policy are discussed.