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Retaining nursing home directors of ...

Rao, Aditi D.

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Retaining nursing home directors of nursing: The importance of professional networks and high quality professional support.

Record Type:	Language materials, printed : Monograph/item
Title/Author:	Retaining nursing home directors of nursing: The importance of professional networks and high quality professional support./
Author:	Rao, Aditi D.
Description:	175 p.
Notes:	Source: Dissertation Abstracts International, Volume: 74-10(E), Section: B.
Contained By:	Dissertation Abstracts International74-10B(E).
Subject:	Health Sciences, Nursing. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3564950
ISBN:	9781303142659

Retaining nursing home directors of nursing: The importance of professional networks and high quality professional support.
Rao, Aditi D.

Retaining nursing home directors of nursing: The importance of professional networks and high quality professional support. - 175 p.

Source: Dissertation Abstracts International, Volume: 74-10(E), Section: B.

Thesis (Ph.D.)--University of Pennsylvania, 2013.

Nursing home directors of nursing (DONs) have a critically important mandate--to provide leadership that influences their facility's work climate and care quality. Yet, in their roles, they often struggle to manage overwhelming responsibilities and are frequently left feeling alienated, frustrated, and likely to leave their jobs. Support is a crucial empowering resource that may help DONs combat frustration and halt the cycle of turnover that threatens nursing home care quality. One way DONs access support is through their professional networks. Through interactions with network members, DONs receive assistance that may help them cope with work stress, become acculturated to the work environment, and complete the many tasks for which they are accountable. This study described the professional support for-profit nursing home DONs received from members of their professional networks; explored the relationships among their professional networks, professional support, and perceptions of support quality; and examined the impact of these factors on the DONs' intentions to stay in their positions. The Convoy Model of Social Relations guided the study. A descriptive, cross-sectional, web-based survey was administered to 302 DONs employed by a single for-profit nursing home corporation to collect data pertaining to the DONs' professional networks, experiences of professional support, perceptions regarding support quality, and intentions to remain in their positions. The survey data from 133 respondents were quantitatively analyzed using descriptive and predictive methods to investigate the study's aims. DONs' professional networks closely resembled the teams in which they worked daily; they relied heavily on team members for task support. Although DONs also reported receiving mentoring, coaching, and social support, task support most significantly impacted their intent to stay. Task support is useful because it helps people solve problems and complete assignments. DONs may also benefit, however, from enhanced mentoring and coaching to develop their managerial skills. With greater managerial competence, DONs may be less reliant on task support to keep them in their roles.

ISBN: 9781303142659Subjects--Topical Terms:

1017798
Health Sciences, Nursing.

Retaining nursing home directors of nursing: The importance of professional networks and high quality professional support.
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245 1 0 $a Retaining nursing home directors of nursing: The importance of professional networks and high quality professional support.
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520 $a Nursing home directors of nursing (DONs) have a critically important mandate--to provide leadership that influences their facility's work climate and care quality. Yet, in their roles, they often struggle to manage overwhelming responsibilities and are frequently left feeling alienated, frustrated, and likely to leave their jobs. Support is a crucial empowering resource that may help DONs combat frustration and halt the cycle of turnover that threatens nursing home care quality. One way DONs access support is through their professional networks. Through interactions with network members, DONs receive assistance that may help them cope with work stress, become acculturated to the work environment, and complete the many tasks for which they are accountable. This study described the professional support for-profit nursing home DONs received from members of their professional networks; explored the relationships among their professional networks, professional support, and perceptions of support quality; and examined the impact of these factors on the DONs' intentions to stay in their positions. The Convoy Model of Social Relations guided the study. A descriptive, cross-sectional, web-based survey was administered to 302 DONs employed by a single for-profit nursing home corporation to collect data pertaining to the DONs' professional networks, experiences of professional support, perceptions regarding support quality, and intentions to remain in their positions. The survey data from 133 respondents were quantitatively analyzed using descriptive and predictive methods to investigate the study's aims. DONs' professional networks closely resembled the teams in which they worked daily; they relied heavily on team members for task support. Although DONs also reported receiving mentoring, coaching, and social support, task support most significantly impacted their intent to stay. Task support is useful because it helps people solve problems and complete assignments. DONs may also benefit, however, from enhanced mentoring and coaching to develop their managerial skills. With greater managerial competence, DONs may be less reliant on task support to keep them in their roles.
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