NORMA eResearch @NCI Library

The assessment of employee turnover among healthcare assistants (HCA's) in Dublin - Ireland

Boatametse, Neo Kesego (2019) The assessment of employee turnover among healthcare assistants (HCA's) in Dublin - Ireland. Masters thesis, Dublin, National College of Ireland.

[img]
Preview
PDF (Master of Arts)
Download (1MB) | Preview

Abstract

This study aimed to assess the turnover of healthcare assistants working in the private nursing homes. It is not breaking news that the sector has continually been depressed with the shortages of staff and loosing as many employees as possible. This study however will look deeper into the critical cause of staff shortages which in this case is the high turnover. The high turnover in the sector is the underlying problem which needs cured. Furthermore, the study will investigate possible efforts of retention strategies in order to curb the increased turnover rates within the private nursing homes.

To explore turnover and retention of nursing assistants, the research study was conducted within the quantitative method, using a cross-sectional survey design. the objectives of this study were to establish if there are any notable differences in turnover rate levels between age groups, gender and nationality, suggest most effective measures for implementation by management to improve the turnover amongst HCA’s, establish the most important factors that carers consider when deciding to stay or leave an employment and explore possible factors that contribute to retention of carers.

The findings of the study were that; a lot of nursing assistants were very unhappy with enormous workload they are faced with, they were again very unhappy with their pay which they claimed it didn’t match the work and responsibility upon them. They further raised that they didn’t not have a good work-life balance within their job and were very unsatisfied with their job which caused them a lot of stress, pressure and many other negative effects in their lives.

Moreover, further discoveries found that, those employees only wanted those named factors above to be implemented and factored in for the management to try and retain them. This was inclusive of revised pay, decreased workloads, work-life balance and job satisfaction.

Finally, the study discovered that failure to implement the factors of turnover and retention may lead to unproductivity, more turnover rates, disengaged workforce, low morale and other prolonged effects such as mental breakdown, physical disabilities and emotional stress.

Item Type: Thesis (Masters)
Subjects: H Social Sciences > HD Industries. Land use. Labor > Non Profit Organisations. Voluntary Sector. > Carers
H Social Sciences > HD Industries. Land use. Labor > HD28 Management. Industrial Management > Human Resource Management > Employee Retention
H Social Sciences > HD Industries. Land use. Labor > HD28 Management. Industrial Management > Human Resource Management
H Social Sciences > HD Industries. Land use. Labor > Issues of Labour and Work > Quality of Work Life / Job Satisfaction
H Social Sciences > HD Industries. Land use. Labor > Issues of Labour and Work > Staff Turnover
Divisions: School of Business > Master of Arts in Human Resource Management
Depositing User: CAOIMHE NI MHAICIN
Date Deposited: 17 Oct 2019 09:55
Last Modified: 17 Oct 2019 09:55
URI: http://trap.ncirl.ie/id/eprint/3952

Actions (login required)

View Item View Item