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dc.contributor.authorZúñiga, Franziska
dc.contributor.authorChu, Charlene H.
dc.contributor.authorBoscart, Veronique
dc.contributor.authorFagertun, Anette
dc.contributor.authorGea Sánchez, Montserrat
dc.contributor.authorMeyer, Julienne
dc.contributor.authorSpilsbury, Karen
dc.contributor.authorDevi, Reena
dc.contributor.authorHaunch, Kirsty
dc.contributor.authorZheng, Nancy
dc.contributor.authorMcGilton, Katherine S.
dc.date.accessioned2020-03-20T12:18:33Z
dc.date.available2020-03-20T12:18:33Z
dc.date.issued2019
dc.identifier.issn2333-7214
dc.identifier.urihttp://hdl.handle.net/10459.1/68284
dc.description.abstractThe aim of this review is to develop a common data element for the concept of staff retention and turnover within the domain of workforce and staffing. This domain is one of four core domains identified by the WE-THRIVE (Worldwide Elements to Harmonize Research in Long-Term Care Living Environments) group in an effort to establish an international, person-centered long-term care research infrastructure. A rapid review identified different measurement methods to assess either turnover or retention at facility level or intention to leave or stay at the individual staff level. The selection of a recommended measurement was guided by the WE-THRIVE group’s focus on capacity rather than deficits, the expected availability of internationally comparable data, and the goal to provide a short, ecologically viable measurement. We therefore recommend to measure staff’s intention to stay with a single item, at the individual staff level. This element, we argue, is an indicator of staff stability, which is important for reduced organizational cost and improved productivity, positive work environment, and better resident–staff relationships and quality of care.ca_ES
dc.description.sponsorshipThe authors disclosed receipt of the following financial support for the research, authorship, and/or publication of this article: The publication fee was paid by the Duke University School of Nursing, Durham, NC.ca_ES
dc.language.isoengca_ES
dc.publisherSageca_ES
dc.relation.isformatofReproducció del document publicat a https://doi.org/10.1177/2333721419844344ca_ES
dc.relation.ispartofGerontology & Geriatric Medicine, 2019, vol. 5, p. 1-8ca_ES
dc.rightscc-by-nc, (c) Zúñiga, et. al., 2019ca_ES
dc.rights.urihttp://creativecommons.org/licenses/by-nc/4.0/*
dc.subjectCommon data elementsca_ES
dc.subjectIntention to stayca_ES
dc.subjectIntention to leaveca_ES
dc.subjectLong-term careca_ES
dc.subjectNursing homeca_ES
dc.subjectStaffingca_ES
dc.subjectTurnoverca_ES
dc.subjectRetentionca_ES
dc.titleRecommended Common Data Elements for International Research in Long-Term Care Homes: Exploring the Workforce and Staffing Concepts of Staff Retention and Turnoverca_ES
dc.typeinfo:eu-repo/semantics/articleca_ES
dc.identifier.idgrec028943
dc.type.versioninfo:eu-repo/semantics/publishedVersionca_ES
dc.rights.accessRightsinfo:eu-repo/semantics/openAccessca_ES
dc.identifier.doihttps://doi.org/10.1177/2333721419844344


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cc-by-nc, (c) Zúñiga, et. al., 2019
Except where otherwise noted, this item's license is described as cc-by-nc, (c) Zúñiga, et. al., 2019