| Abstract: | Population aging brought the expansion of care needs,followed by social structure change and shrinkage of family care function that facilitate the development of long-term care. Turnover rate of nursing aides can influence the life satisfaction and safety of institutional residents. Intention to stay of nursing aides becomes the key issue to maintain the care quality of institutional serves. However, the improvement of training, retention and work condition will be a crucial issue of long-term care policy.The purpose of this study was to understand the associated factors of intention to quit of nursing aides in long-term care facilities. The data were collected and used a questionnaire form for its depicting and inferring research purpose. It used 141 domestic nursing aides of 15 long term care facilities located in Taichung City, Nanton and Changhua Counties as research samples.The outcome is based on the attribution of person：15% of nursing aides had turnover Intention. Job satisfaction was 87%. There were 95% of them to have an opportunity to serve others, but only 63% was satisfied with salaries. As turnover Intention for dependent variable studied with logistic regression, it found that the type of organization,dispatching human resource, vocation day of per month, number of residents cared of every term, salary, time of transportation can increase the odds ratio of turnover Intention with statistics significantly(p<0.05).Additionally, dispatching identity, job burnout, subject burnout, job burden, supervisor support, lack of job security, workplace justice,self-rated health and job satisfaction also increased the odds ratio of turnover Intention with statistics significantly(p<0.05). While multi-variables and turnover Intention were studied with logistic regression analysis, only job satisfaction can predict turnover Intention with statistics significantly. The most associated issue with external inspirational factor is supervisor support. Internal inspirational factor was associated with workplace justice mostly.The results of this study can provide references for organizational managers to further discuss the reasonable workload and salary, to maintain workplace justice with fair, to support with inspiration for subordinates, to create work condition with quality and safety, to increase job satisfaction, to retain persons with talent with reducing job-leaving and to ensure care quality improvement. |
