Graduate School of Business


Doctor of Business Administration (DBA)


Geraldine Rosol


certified nursing assistant, compensation, engagement, job satisfaction, motivation, COVID-19, work environment, turnover intention


Business | Public Health


Employee turnover in long-term care facilities results in increased operational costs and a reduction in the quality of care delivered. The purpose of this correlational study was to investigate the relationships between employee turnover intention of certified nursing assistants working in long-term care facilities and employee compensation, engagement, job satisfaction, motivation, perceived work stress during the COVID-19 pandemic, and work environment. The population of interest consisted of CNAs over the age of 17, with at least two years of experience working in the central Texas long-term care industry. Herzberg’s motivation-hygiene theory served as the theoretical framework underpinning this study. Multiple linear regression analyses and Spearman’s rank-order correlation coefficient were used to predict employee turnover. The six predictor variables accounted for approximately 66% of the variance in turnover intention and the result was statistically significant (R² = .657, F(6,385) = 125.65, p < .001). The multiple regression model accounted for significantly more variance in turnover intention than would be expected by chance. Correlation tests resulted in statistically significant inverse relationships between the predictor variable of turnover intention and each of the six predictor variables. The findings of this study may be advantageous to long-term care facility leaders as they evaluate and amend their retention strategies that are designed to decrease turnover intention. By serving to diminish turnover intention, this study may help to improve the quality of care delivered and reduce operational costs that negatively impact the lives of both long-term care employees and the residents under their supervision.