The Effect of Organizational Factors on Turnover Intent, Job Satisfaction, and Retention for Home Health Aides

Open Access
Zhuang, Chen
Area of Honors:
Health Policy and Administration
Bachelor of Science
Document Type:
Thesis Supervisors:
  • Mark Sciegaj, Thesis Supervisor
  • Dr Rhonda Be Lue, Honors Advisor
  • Home Health Aides
  • Turnover
  • Job Satisfaction
  • Retention
  • Healthcare
Given the rise in the proportion of the elder population in the next decade, it has become increasingly imperative to contain costs while maintaining a high standard of care. One portion of the workforce that will be affected by the influx of elders is home health aide (HHAs). HHAs are a type of direct care worker who assist in providing medical care in elders who are homebound. Unfortunately, the annual turnover rate for HHAs ranges from 50-75% depending on the state, which is very inefficient and costly to the already-expensive healthcare industry (Institute of Medicine, 2008). The research question of this study is: what are the organizational factors that significantly influence turnover intent, job satisfaction, and retention for home health aides? The researcher hypothesizes that there will be significant relationships between Turnover Intent and Job Satisfaction with the list of following variables: Supervisor Support, Job Aspect Satisfaction, Training, Supervisor Respect, Workplace Discrimination, and Workplace Valued. The researcher hypothesizes that Turnover Intent and Job Satisfaction will have significant relationships among the subgroups under Retention Reason. This research article utilizes data from the 2007 National Home Health Aide Survey (NHHAS), the first multi-stage, nationally-representative survey of home health aides, which was conducted by the Centers for Disease Control. To test the hypothesis, an ordinary least squares regression model, a one-way ANOVA, and a post-hoc analysis test was used. All analysis was conducted with the IBM SPSS 22 . The results showed that most of the independent variables had significant associations with Turnover Intent and Job Satisfaction at either the .05 or .01 level according to p-values generated from the ANOVA analysis. For Turnover Intent, the variables, Job Aspect Satisfaction, Supervisor Support, Workplace Valued, and Workplace Discrimination were significant (β=-.251, β=-.081, β=-.133, β=.033, respectively) to account for 15% of the variation in Turnover Intent (R2=0.150). For Job Satisfaction, Job Aspect Satisfaction, Supervisor Support, Workplace Valued, Workplace Discrimination, and Supervisor Respect were significant (β=.375, β=-.076, β=.196, β=-.038, β=.119, respectively) to account for 39% of the variation in Job Satisfaction (R2=0.391). As for Retention Reason, the Team that HHAs work in. which is comprised of co-workers and supervisor, is the most influential for both Turnover Intent and Job Satisfaction. The results support prior evidence of determining that there were statistically-significant relationships between Turnover Intent Job and all other independent variables with the exception HHA Training. The results also demonstrate that Job Satisfaction also had statistically-significant relationships with all the independent variables except for Training.