Turnover Intention among Long-term Care Staff: Three Possible Culprits
Gauri S. Rai
Abstract
The study investigated the impact of workload, role-conflict, role-ambiguity and stress at work on turnover
intention among long-term care staff in the state of Virginia, USA. A rigorous review of literature enabled to
develop hypotheses to be examined. A cross-sectional design was used to collect data through a self-administered
questionnaire from a total of five hundred eleven staff members from ten different organizations Pearson
correlations and regression analysis techniques were used in data analysis. Findings revealed that role-conflict,
role-ambiguity and stress at work significantly affect turnover intention. Workload itself did not contribute to
turnover intention. Organisation should use the strategies, and policies to minimize role-conflict role-ambiguity
and stress at work to minimize turnover intention. Role conceptions are the key determinants of turnover
intention. Future research should use positive social science virtuous paradigm to study turnover intention in a
cross cultural samples from various human service professions. Implications and limitations of the findings were
discussed.
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