The Effects of Certified Nurse Assistants’ Socialization, Onboarding and Turnover

This study investigates certified nurse assistants' perceived belongingness, attachment to their organizations, and intentions to leave their jobs. The theoretical foundation is Tajfel and Turner's social identity theory. Public policy guiding this study is the Patient Protection and Affordable Care Act. Using a cross-sectional design, we found affective commitment to the organization partially mediated the relationship between organizational identification and turnover intentions. This finding is consistent with prior studies investing the antecedents of commitments to the organization. Data were collected from a random sample of 117 certified nurse assistants' who worked in nursing homes in a Midwest state and who completed a demographic questionnaire and six behavior and attitudinal questionnaires. Data were analyzed using hierarchical multiple regression. We recommend employers develop a formal process to train and retrain certified nurse assistants, and establish formal workgroups to enhance relationships and decrease job turnover. The implications for social change include using this analysis to inform employers and policymakers about strategies to train and stabilize the certified nurse assistant workforce for the benefit of nursing home residents, employees and employers