ORGANIZATIONAL CHARACTERISTICS, ORGANIZATIONAL CLIMATE, AND GROUP CHARACTERISTICS: A PREDICTIVE STUDY OF TURNOVER OF LICENSED NURSES IN SKILLED LONG-TERM FACILITIES.
Contributors: University of Texas at Austin.
Published: 1989
Number of pages: 228
Subjects: Health Sciences, Nursing.; Sociology, Industrial and Labor Relations.; Health Sciences, Health Care Management.
Description: This predictive study was designed to investigate the ability of organizational characteristics, organizational climate, and group characteristics, to predict the amount of turnover of licensed nurses in skilled long-term care facilities. The two-part mail survey included the Nursing Organization Climate Description Questionnaire (NOCDQ), a facility questionnaire, and demographic questionnaires.

Eighty-four administrators, 40 directors of nursing, 94 RNs, and 422 LVNs responded to the survey. The administrators supplied the information on 84 facilities that were considered to be the organizational units. Descriptive analysis was done to organize and describe the profiles of the organizations, the administrators, the directors of nursing, and the licensed nurses in the study.

Statistical analysis included correlations and hierarchical multiple regression analysis of aggregated organizational data. Organizational turnover rates were computed and turnover was then used as the criterion variable in analyzing the predictive model.

The dependent variable, turnover, proportions were accounted for by the following aggregate composite variables. Organizational characteristics, entered in Step 1 of the hierarchical multiple regression analysis accounted for.10 of the turnover variance. Group characteristics, entered in Step 2, accounted for.19 of the variance of the turnover variable. Closed climate accounted for.18 of the dependent variance when entered in Step 3 and open climate, entered in step 4, accounted for.05 of the turnover variance. No significant proportion,.05 alpha level, of the turnover variance was accounted for by the predictive model, except when RN turnover was used as the dependent variable. Significance was found when organizational characteristics were entered in Step 1, accounting for.23 of the dependent variable, and when group characteristics were entered, accounting for.28 of the RN turnover variance.

Recommendations included the need for nursing managers to consider implementing climate interventions following nurse/director interaction evaluations to decrease the amount of licensed nurse turnover. They also included the need for studies that analyze the effect of excessive turnover rates on the well being of long-term care patients. Replication of the study, to verify the conceptual framework as a viable guide to turnover research and to further evaluate the usefulness of the instrument in various setting, was also recommended.
Notes: Source: Dissertation Abstracts International, Volume: 51-02, Section: B, page: 0658.

Thesis (PH.D.)--THE UNIVERSITY OF TEXAS AT AUSTIN, 1989.

School code: 0227.