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. 2024 Oct 9:10:23337214241289746.
doi: 10.1177/23337214241289746. eCollection 2024 Jan-Dec.

An Initial Exploration into Job Satisfaction Among Long-Term Care Administrators and State Tested Nursing Assistants in Ohio

Rachel E Ward  1 , Shannon Dudash  1 , Daniel J Van Dussen  1 , Macy S Debevec  1
Affiliations

An Initial Exploration into Job Satisfaction Among Long-Term Care Administrators and State Tested Nursing Assistants in Ohio

Rachel E Ward et al. Gerontol Geriatr Med. .

Abstract

This pilot study examines Ohio's licensed nursing home administrators and state tested nursing assistant's perspectives about job satisfaction, future career and employment plans, potential beneficial changes to their organizations, and their thoughts on reducing turnover rates in their field. Ohio Board of Executives of Long-Term Services and Supports provided their contact list of all 1,969 licensed nursing home administrators in Ohio in the fall of 2023. Two surveys were created for licensed nursing home administrators and state tested nursing assistants. Results were analyzed for themes within the open-ended responses; 28 surveys were received from licensed nursing home administrators and 17 surveys were received from state tested nursing assistants. Residents and their families are among the top reasons for job satisfaction, many employees face symptoms of burnout, and wages are a concern among both state tested nursing assistants and licensed nursing home administrators. Future career plans differed between the two professions and had distinct driving factors. A discussion of licensed nursing home administrators' opinions on improving retention and turnover rates should include more accountability, personal responsibility, and adding opportunities for professional growth and development.

Keywords: assisted living; career planning; caregiving; employment; job satisfaction; nursing home administration; staffing; state tested nursing assistant.

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Conflict of interest statement

The author(s) declared no potential conflicts of interest with respect to the research, authorship, and/or publication of this article.

Figures

Figure 1.
Figure 1.
Best description of the impact of COVID-19 on your career: Response rate (COVID-19): 7 unlikely, 3 neutral, 7 likely; Response rate (Vaccine): 6 unlikely, 5 neutral, 6 likely; Response rate (Staffing): 7 unlikely, 4 neutral, 6 likely.
Figure 2.
Figure 2.
COVID-19 impacts on Ohio’s nursing homes: Response rate (Morale): 19 yes, 4 no; Response rate (Turnover): 20 yes, 3 no.
See this image and copyright information in PMC

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