The Relationship Between Workplace Environment and Job Satisfaction Among Nursing Assistants: Findings From a National Survey

• Published in: Journal of the American Medical Directors Association Vol. 11; no. 4; pp. 246 - 252
• Main Authors: Probst, Janice C., PhD, Baek, Jong-Deuk, PhD, Laditka, Sarah B., PhD
• Format: Journal Article
• Language: English
• Published: United States Elsevier Inc 01-05-2010
• Subjects: Adult; Aged; Certified nursing assistants; Cross-Sectional Studies; Female; Humans; Internal Medicine; Interprofessional Relations; Job Satisfaction; Male; Medical Education; Middle Aged; Nurses' Aides - psychology; nursing homes; Nursing Homes - manpower; Organizational Culture; United States; United States; nursing homes; job satisfaction; Certified nursing assistants
• ISSN: 1525-8610; 1538-9375
• DOI: 10.1016/j.jamda.2009.08.008

Objectives To identify supervisory factors related to job satisfaction among certified nursing assistants (CNAs). Although this topic has been studied at the facility and state levels, it has not previously been addressed in a nationally representative sample. Design Cross-sectional analysis of data from the 2004 National Nursing Assistant Survey, conducted by the National Center for Health Statistics. Setting Nationally representative sample of nursing homes (n = 790). Participants Eight randomly selected CNAs from each nursing home, 4 who had been at that job for less than 1 year and 4 at the job for a year or more (n = 3011). Analysis was limited to 2897 individuals working at the same facility when interviewed. Measures Job satisfaction was measured by a 6-item score addressing workplace morale, challenging work, benefits, salary or wages, learning new skills, and overall satisfaction. Characteristics of the work environment included supervisor behavior, time pressures, organizational climate, perception that the CNA's work was valued, and whether the CNA principally cared for the same residents. Results In adjusted analysis, organizational climate, supervisor behavior, sufficient time for tasks, and being valued were positively associated with job satisfaction, as were hourly earnings. Conclusions Clear communication from supervisors and evidence that the CNA function is valued were associated with job satisfaction. Specific strategies, such as merit raises and job design, may increase job satisfaction.