Evidence map›Paper›PMID 24218146›Full record

ArticleThe Gerontologist2015

The role of organizational culture in retaining nursing workforce.

Jane Banaszak-Holl, Nicholas G Castle, Michael K Lin, Nijika Shrivastwa, Gretchen Spreitzer

Abstract read
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In one paragraph

Article in The Gerontologist, 2015. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 30 papers, 2 of them syntheses that pooled it.

0numbers the graph read from it
0cells of the map it votes in
30citing papers in PubMed, 2 pooled it
–field-weighted citation impact
1 · What the graph read from it

What it found

Each row is one number read from the abstract, on the scale the paper reported it, with its interval. Left of the dashed line favours the treatment, right favours the comparator. Under each row is the sentence it came from. New to these charts? A ten-minute tutorial.

The abstract states no effect estimate the extractor could read, or names no intervention and outcome on the map, so this paper lights no cell and moves no belief. It is still indexed, cited and linked below.

2 · The registry

The trial behind it

Trials whose registry record cites this paper, or whose number appears in the abstract. A trial that started after this paper was published is citing it as background, not reporting it.

Neither the registry nor the abstract names a trial number. If this is a trial report, that itself is worth knowing.

3 · Its place in the literature

Who cites it

30 citing papers in PubMed, 2 syntheses or guidelines pooled it.

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4 · The record

Corrections and comments

PubMed lists nothing against this paper. Absence here is not a guarantee, only a check that was made.

5 · Who and what money

Authors and funding

5 authors.

Jane Banaszak-HollDepartment of Health Management and Policy, University of Michigan School of Public Health, Institute of Gerontology, University of Michigan Medical School, Ann Arbor. janebh@umich.edu.
Nicholas G CastleDepartment of Health Policy and Management, University of Pittsburgh School of Public Health, Pittsburgh, Pennsylvania.
Michael K LinProvidigm, LLC, Denver, Colorado.
Nijika ShrivastwaDepartment of Epidemiology, University of Michigan School of Public Health, Ann Arbor.
Gretchen SpreitzerDepartment of Management and Organizations, University of Michigan Ross Business School, Ann Arbor.

Funding

Organizational Culture's Impact Across the Nursing Home IndustryR03AG028475 · NIA · UNIVERSITY OF MICHIGAN AT ANN ARBOR · PI BANASZAK-HOLL, JANE CATHERINE · 2008 to 2009
$134k
NIA NIH HHS R03 AG028475-01A2
6 · The paper itself

Abstract

purpose of the studyWe examined how organizational culture in nursing homes affects staff turnover, because culture is a first step to creating satisfactory work environments. DESIGN AND

methodsNursing home administrators were asked in 2009 to report on facility culture and staff turnover. We received responses from 419 of 1,056 administrators contacted. Respondents reported the strength of cultural values using scales from a Competing Values Framework and percent of staff leaving annually for Registered Nurse (RN), Licensed Practice Nurse (LPN), and nursing aide (NA) staff. We estimated negative binomial models predicting turnover.

resultsTurnover rates are lower than found in past but remain significantly higher among NAs than among RNs or LPNs. Facilities with stronger market values had increased turnover among RNs and LPNs, and among NAs when turnover was adjusted for facilities with few staff. Facilities emphasizing hierarchical internal processes had lower RN turnover. Group and developmental values focusing on staff and innovation only lowered LPN turnover. Finally, effects on NA turnover become insignificant when turnover was adjusted if voluntary turnover was reported. IMPLICATIONS: Organizational culture had differential effects on the turnover of RN, LPN, and NA staff that should be addressed in developing culture-change strategies. More flexible organizational culture values were important for LPN staff only, whereas unexpectedly, greater emphasis on rigid internal rules helped facilities retain RNs. Facilities with a stronger focus on customer needs had higher turnover among all staff.

Indexed as

Organizational CulturePersonnel TurnoverFemaleHomes for the AgedHumansNursesNursing HomesNursing StaffSurveys and QuestionnairesUnited StatesLong-term careNursing staff turnoverOrganizational culture

Identifiers

PMID24218146
PMCPMC4542704

What OpenQuestion holds

Textmetadata
Read underepoch 390

Registered trials

None linked

Read under generation 80e0d062 · epoch 390. Bibliography from PubMed, PubMed Central and OpenAlex; grants from NIH RePORTER; trial links from ClinicalTrials.gov; estimates, votes and beliefs from the OpenQuestion graph.