Do psychosocial work characteristics predict turnover intentions of aged and dementia care workers in Australia?

Staff turnover can have detrimental effects on care outcomes. The objective of the study is to examine whether psychosocial work characteristics predict turnover intentions of aged and dementia care workers in Australia. Findings will inform the design of workforce development interventions that aim to build capacity, reduce turnover and improve quality of care. An online cross-sectional survey used validated measures to assess intention to leave and psychosocial work characteristics including general self-efficacy, occupational self-efficacy, work engagement, and occupational communion (a multi-dimensional construct on social connection at work). Intention to leave was the main outcome variable in a multiple regression analysis. The remaining variables were predictors. Participants (N = 662) were predominately female (88%) and on average were 49 years old (SD = 10.31 years, Range 20-73). Nearly half (48%) were care workers, a third nurses (32%), and other category (20%) included allied health, managers or coordinators. Four psychosocial work characteristics significantly predicted intention to leave and explained approximately one third of the variance. Higher intentions to leave were significantly predicted by low ‘natural’ carer identity, low connection with co-workers, low work engagement, and higher blurred boundaries. Capacity building strategies that aim to reduce turnover should enhance the psychosocial work environment in aged care. Workers could be supported to develop a caring identity, connect with their colleagues, engage with their job roles, and critically reflect on caring relationships and boundaries with care recipients. Future intervention research has a role to test the efficacy of such strategies prior to implementation.