Job Satisfaction and Intention to Quit Among Frontline Assisted Living Employees

Abstract Assisted livings face high rates of employee turnover; and nursing homes with high employee turnover report reduced quality of care for residents, lower employee morale, and financial burden for the facility owners. Five communities in Georgia were examined to determine the affects of employee turnover. The Job Descriptive Index and Job-in-General surveys measured job satisfaction. Thirty-six respondents' attitudes and intention to quit were measured. Results indicated age and tenure did not correlate significantly with intention to quit; however, dissatisfaction with pay rates, opportunities for promotion, and the perceived amount of emotional exhaustion and physical strain are not more likely to have greater quitting intentions. Pay and promotion satisfaction were significantly correlated with job satisfaction but not with quitting intentions. Frontline employees were satisfied with their work, supervision, and co-workers, but were dissatisfied with their pay levels and opportunities for promotion. Communities with lower turnover had more satisfied employees.