Demystifying Job Satisfaction in Long-Term Care: The Voices of Licensed Practical Nurses

Knecht, Patricia A

Saturday, 16 November 2013

Patricia A Knecht, MSN
Chester County Intermediate Unit, PhD student Penn State University, Downingtown, PA

Learning Objective 1: The learner will be able to discuss a minimum of six key attributes of LPN job satisfaction and job dissatisfaction in long-term care settings.

Learning Objective 2: The learner will be able to discuss the relationship of LPN job satisfaction and dissatisfaction in long-term care settings on staff retention and patient outcomes.

Background The critical mass of elderly living in the United States underscores the need for examination of the concept of job satisfaction and job dissatisfaction in long-term care (LTC). The correlation between job satisfaction and employee retention has been well established. Furthermore, a correlation between nursing staff retention and positive patient outcomes has also been demonstrated. Given the minimal research on LPN job satisfaction and job dissatisfaction, predominance of descriptive correlational designs and limited qualitative designs, research questions remain unanswered. Meager strides in improved LPN job satisfaction, evidenced by continued high turnover rates of LPNs in LTC settings, projected increased workforce demand for LPNs, and the predominance of LPNs working in LTC settings, calls for the voices of LPNs to be heard regarding factors contributing to their job satisfaction and job dissatisfaction.

Purpose The purpose of this study was to provide an in-depth examination of intrinsic (motivational) factors and extrinsic (hygiene/maintenance) factors of LPN job satisfaction and job dissatisfaction in LTC settings from the perspective of the LPN. Herzberg’s theory provided the conceptual framework to conduct this study.

Methodology A qualitative focus group methodology was employed, resulting in six LPN focus groups (N = 6 - 8 participants per focus group) each conducted at a different long-term care setting in Pennsylvania. This qualitative approach allowed the researcher to probe deep, allowing themes to emerge among the group. Member checks were conducted contributing to credibility. Data was analyzed utilizing open coding, condensation and abstraction.

Conclusion The results, including key factors of LPN job satisfaction and job dissatisfaction and conclusions from this in-depth knowledge learned from the LPNs creates a roadmap for systematic improvement of related workforce issues (i.e. LPN job satisfaction and retention) throughout long-term care settings.

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