THE EFFECTS OF ORGANIZATIONAL, CLIENT, AND PERSONAL VARIABLES ON JOB SATISFACTION AND INTENTION FOR JOB TURNOVER AMONG NURSING HOME SOCIAL WORKERS (NURSING HOMES).
Contributors: University of Texas at Arlington.
Published: 1994
Number of pages: 73
Subjects: Social Work.; Gerontology.
Description: A review of the literature indicates little information on job satisfaction and intention for job turnover among nursing home social workers even though nursing homes are federally mandated to hire qualified social workers. This study examines the effects of seven organizational variables, two client variables, and five personal variables on job satisfaction and the intention for job turnover among nursing home social workers.

A questionnaire was sent to social workers in the 1114 licensed Texas nursing homes. Responses were received from 326 (29.3%) nursing homes including rural and urban areas. Utilizing multiple regression analysis, five variables--social worker's level of satisfaction with client (Beta =.316), job autonomy (Beta =.210), job clarity (Beta =.183), age of respondent (Beta =.163), and satisfaction with compensation (Beta =.136)--were found to be significant predictors (p $<$.05) of job satisfaction. Four variables--job satisfaction (Beta = $-$.439), job stress (Beta =.162), co-worker support (Beta = $-$.143), and satisfaction with compensation (Beta = $-$.136)--were found to be significant predictors (p $<$.05) of the intention for job turnover.

The findings of this study have implications for nursing home social workers, for educators preparing social workers to work in the nursing home setting, and for administrators who hire and work with social workers. Social workers are challenged by the lack of training for the job, by the lack of understanding by other staff about social work functions in the nursing home, and by the lack of adequate continuing education programs designed to enhance their job. Educators are challenged to prepare the social worker for the realities of the work place either through formal education or through continuing education programs that are designed to expand the social worker's knowledge about the nursing home setting. Administrators and other corporate leaders are challenged to clarify agency policies relating to the social work services. Current organizational policies related to salary and compensation packages and staffing ratios need to be examined. Changes made in the organization can result in greater job satisfaction and lower job turnover among nursing home social workers.
Notes: Source: Dissertation Abstracts International, Volume: 56-03, Section: A, page: 1125.

Thesis (PH.D.)--THE UNIVERSITY OF TEXAS AT ARLINGTON, 1994.

School code: 2502.