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Job Commitment and Turnover among Women Working in Facilities Serving Older Persons

University of Washington

Kevan H. Namazi

University of Texas-Dallas

Eva F. Kahana

Case Western Reserve University

This study presents a model linking personal and job-related factors to job satisfaction, job commitment, and turnover. Responses from the staff of six nursing homes and 12 community facilities serving older adults were included. Using a modified version of the causal model of turnover developed by Price and Mueller, three sets of predictors were tested to explain the causes for turnover: personal characteristics, job characteristics, and attitudes. The best predictor of turnover was the employee's intention to leave, followed by the length of employment (shorter), and age (younger). Intention to leave was, in turn, predicted by age (younger), length of employment (shorter), job dissatisfaction, and the type of agency for which the employee worked (community).Dissatisfaction seems to be a major factor that results in a desire to leave the job and may lead to either turnover or continued dissatisfaction with the job. Implications for enhancing employee morale and reducing job turnover are discussed.

Research on Aging, Vol. 19, No. 2, 223-246 (1997)
DOI: 10.1177/0164027597192004


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