Journal of the American Medical Directors Association · 2026
Effect of Staffing and Wages on Turnover of Nonclinical Support Staff in Nursing Homes.
СтатьяНазвание и аннотация: Перевод в очереди
Обработка статьи · этапы, ошибки и управление
Загрузка состояния…
Ошибки и ограничения
История · было → стало
Состояние обновляется каждые 5 секунд, пока блок открыт. Процент показывается только там, где известен объём работы. Пауза останавливает продолжение этапа; текущий запрос к источнику может завершиться.
Sharma Hari
Аннотация
OBJECTIVES: Housekeeping, dietary, laundry, and maintenance workers play a critical role in nursing home quality and safety. High turnover among these workers disrupts care, increases costs, and undermines facility stability. However, little is known about the role of staffing and wages on turnover for these roles. The objective of this study is to estimate the effect of staffing and wages on the turnover of housekeeping, dietary, laundry, and maintenance workers.
DESIGN: Retrospective study.
SETTING AND PARTICIPANTS: A total of 418 unique nursing homes with 4428 observations in Iowa from 2011 to 2022.
METHODS: We define turnover rates using the number of employees in a given job type who left during the year, divided by the average number of employees in that job type at the facility. Our main predictor variables were average staff size and hourly wage rates. We used robust facility-fixed effects linear regressions to estimate the impact of staffing and wages on turnover.
RESULTS: Each additional dollar in hourly wages was associated with a reduction in turnover of 3.50 percentage points for dietary staff, 3.83 for housekeeping, 1.17 for maintenance, and 3.12 for laundry (all P < .001). Similarly, increasing average staff size by 1 worker was associated with a reduction in turnover of 0.95 percentage points for dietary staff, 2.06 for housekeeping, and 2.99 for laundry. Effects were broadly consistent but larger in for-profit and urban facilities.
CONCLUSIONS AND IMPLICATIONS: Our findings suggest that improving wages and staffing levels may be effective strategies for reducing turnover among nursing home support staff, particularly in for-profit and urban facilities.
DESIGN: Retrospective study.
SETTING AND PARTICIPANTS: A total of 418 unique nursing homes with 4428 observations in Iowa from 2011 to 2022.
METHODS: We define turnover rates using the number of employees in a given job type who left during the year, divided by the average number of employees in that job type at the facility. Our main predictor variables were average staff size and hourly wage rates. We used robust facility-fixed effects linear regressions to estimate the impact of staffing and wages on turnover.
RESULTS: Each additional dollar in hourly wages was associated with a reduction in turnover of 3.50 percentage points for dietary staff, 3.83 for housekeeping, 1.17 for maintenance, and 3.12 for laundry (all P < .001). Similarly, increasing average staff size by 1 worker was associated with a reduction in turnover of 0.95 percentage points for dietary staff, 2.06 for housekeeping, and 2.99 for laundry. Effects were broadly consistent but larger in for-profit and urban facilities.
CONCLUSIONS AND IMPLICATIONS: Our findings suggest that improving wages and staffing levels may be effective strategies for reducing turnover among nursing home support staff, particularly in for-profit and urban facilities.