Examining Predictors of Intention to Leave in Home Care and Differences among Types of Providers

The retention and recruitment of care providers are ongoing concerns in healthcare globally. Examining intention to leave (ITL) as a measure retention, the existing literature has focused on nurses working hospitals, with less attention paid other areas practice. purpose this study was gain better understanding unique factors influencing ITL among three categories home care: registered practical nurses, personal support workers. This assessed compared predictors ITL, including organizational commitment, job satisfaction, perceived supervisor support, burnout, role stress, work/family conflict, community satisfaction. A convenience sample staff one agency Canadian province sent an electronic survey by e-mail 2021. Responses (n = 185) underwent data analysis descriptive statistics, variance, multiple linear regression, well thematic two open-ended items. results indicated that 54% 99) respondents were considering leaving their job, dissatisfied salary benefits. Role work-family burnout differed significantly between groups. Several themes emerged for strategies promote employees stay agency, overwhelming strategy being higher wages/salary. Themes why stayed included love clients commitment care, fondness teams within which worked. findings lead several important implications recommendations sector. Advocating wage parity sectors opportunities compensation workers is necessary. Additional include supportive innovative approaches scheduling, teamwork, identify barriers solutions care.