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Factors Influencing Retention in Dir...

Sherman, Sheirenne C.

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Factors Influencing Retention in Direct Care Staff.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Factors Influencing Retention in Direct Care Staff./
Author:	Sherman, Sheirenne C.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2020,
Description:	132 p.
Notes:	Source: Dissertations Abstracts International, Volume: 81-08, Section: A.
Contained By:	Dissertations Abstracts International81-08A.
Subject:	Behavioral sciences. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=27739380
ISBN:	9781658401951

Factors Influencing Retention in Direct Care Staff.
Sherman, Sheirenne C.

Factors Influencing Retention in Direct Care Staff. - Ann Arbor : ProQuest Dissertations & Theses, 2020 - 132 p.

Source: Dissertations Abstracts International, Volume: 81-08, Section: A.

Thesis (Ph.D.)--Northcentral University, 2020.

This item must not be sold to any third party vendors.

Factors of retention, for direct care staff working in community-based settings, were explored. The problem of the current gap in the job embeddedness theory is addressed to further explain retention among this workforce population. When turnover continues, for those working with individuals of varying developmental needs, the served individual's quality of life, their communities, and the organization are adversely impacted. The purpose of this qualitative multiple case study was to explore variables contributing to high retention rates for direct care staff in community-based settings. The job embeddedness theory was the guiding framework of this study that theorizes three main themes of link, fit, and sacrifice that are causal to employee retention. There were ten participants from two community-based organizations on the East Coast of the United States that were in good performance standing, and have worked at their company for at least five years. One-to-one interviews, applying a semi-structured format was used to collect data that was analyzed by the QDA Miner Lite Software. Results of this study revealed that organizational cultures, workplace relationships, and specific employee benefits, employee contribution, age, and socioeconomic status, are the main contributing factors to direct care staff retention. When applying these results within the job embeddedness framework, the category of fit accounts for the highest number of the factors related to employee retention, sacrifice was second, and link was last. Before this study was conducted, little was known about how the main influencing factors worked together to promote retention, and how they overlaid the job embeddedness theory. Recommendations for future practice emphasizes the need to improve organizational cultures, workplace relationships, mindfulness of how employee age, and socioeconomic status impact their workforce, and how specific benefits that organizations are able to offer their employees can be applied to increase retention rates among its employees. The implications of this study focus on organizational culture and its impact on retention, the improvement on workplace relationships, offered job benefits that meet the needs of employees, how age and socioeconomic status is specific to this workforce, and lastly, how the work employees are doing interplays with their retention rates.

ISBN: 9781658401951Subjects--Topical Terms:

529833
Behavioral sciences.

Factors Influencing Retention in Direct Care Staff.
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260 1 $a Ann Arbor : $b ProQuest Dissertations & Theses, $c 2020
300 $a 132 p.
500 $a Source: Dissertations Abstracts International, Volume: 81-08, Section: A.
500 $a Advisor: Tanksale, Deepa.
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506 $a This item must not be sold to any third party vendors.
520 $a Factors of retention, for direct care staff working in community-based settings, were explored. The problem of the current gap in the job embeddedness theory is addressed to further explain retention among this workforce population. When turnover continues, for those working with individuals of varying developmental needs, the served individual's quality of life, their communities, and the organization are adversely impacted. The purpose of this qualitative multiple case study was to explore variables contributing to high retention rates for direct care staff in community-based settings. The job embeddedness theory was the guiding framework of this study that theorizes three main themes of link, fit, and sacrifice that are causal to employee retention. There were ten participants from two community-based organizations on the East Coast of the United States that were in good performance standing, and have worked at their company for at least five years. One-to-one interviews, applying a semi-structured format was used to collect data that was analyzed by the QDA Miner Lite Software. Results of this study revealed that organizational cultures, workplace relationships, and specific employee benefits, employee contribution, age, and socioeconomic status, are the main contributing factors to direct care staff retention. When applying these results within the job embeddedness framework, the category of fit accounts for the highest number of the factors related to employee retention, sacrifice was second, and link was last. Before this study was conducted, little was known about how the main influencing factors worked together to promote retention, and how they overlaid the job embeddedness theory. Recommendations for future practice emphasizes the need to improve organizational cultures, workplace relationships, mindfulness of how employee age, and socioeconomic status impact their workforce, and how specific benefits that organizations are able to offer their employees can be applied to increase retention rates among its employees. The implications of this study focus on organizational culture and its impact on retention, the improvement on workplace relationships, offered job benefits that meet the needs of employees, how age and socioeconomic status is specific to this workforce, and lastly, how the work employees are doing interplays with their retention rates.
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