Table 3.
Job satisfaction and nursing home work environment characteristics*
| Job satisfactiona (n = 3,750) | |||
|---|---|---|---|
| OR | 95% CI | p-value | |
| Work environment | |||
| Leadership (PES-NWI) | 3.761 | 2.833 − 4.993 | < 0.001 |
| Staffing & resource adequacy (PES-NWI) | 1.418 | 1.166 − 1.724 | < 0.001 |
| Job autonomy | .788 | .619 − 1.004 | 0.054 |
| Shared decision making | 1.351 | .884 − 2.065 | 0.164 |
| Advancement opportunities | 1.130 | .772 − 1.654 | 0.530 |
| Teamwork & safety climate | 2.592 | 2.021 − 3.323 | < 0.001 |
| Available director of nursing | 1.474 | .908 − 2.393 | 0.117 |
| Resonant nursing home administrator | 2.231 | 1.676 − 2.970 | < 0.001 |
| Work stressors | |||
| Conflict and lack of recognition (HPSI) | .605 | .483 − .759 | < 0.001 |
| Workload (HPSI) | .863 | .737 − 1.011 | 0.068 |
| Job preparation (HPSI) | .995 | .829 − 1.193 | 0.953 |
| Health complaints | |||
| Physical health | .910 | .866 − .955 | < 0.001 |
| Depleted from work | .877 | .825− .933 | < 0.001 |
Note: *Binary logistic regression with GEE. The model was controlled for care worker characteristics (age, educational level) and facility characteristics (size, ownership status, and language region), OR = Odds ratio, CI = Confidence interval
aTwo groups: 1 = strongly satisfied vs. 2 = rather satisfied, dissatisfied, or strongly dissatisfied. Group 1 is reported