A multivariate logistic analysis of 42 Texas dialysis facilities indicated that younger, white, short tenure, an LVN/LPN, with less support from family and friends for emotional concerns, and less supervisor support significantly increased the likelihood of turnover (p ≤ .05) in dialysis facilities. The high annual staff turnover of these dialysis facilities increases costs and impedes the delivery of quality patient care. Managerial strategies to increase staff retention are suggested.
Teresa Wai Chi Tai, Ph.D., is Assistant Professor, Health Management Department, School of Business, Quinnipiac College, Hamden, Connecticut.
Chester D. Robinson, Ph.D., is Director, Institute of Medical Economics, Bryan, Texas.
The study on which this article is based was funded by a grant from the National Institutes of Health (RO1 DK43141) and partially funded by the Veterans Administration Health Services Research and Development Field Office, Houston, Texas. The authors thank Dr. Sherry I. Bame for sharing the staff data she collected and her helpful comments, advice, and guidance. Appreciation goes to Drs. K. Bettenhausen, P. Lombard, and G. Williams for their efforts in data collection and coding, and to Drs. R. Morgan and L. McGowan, J. Eltinge, W. Wells, R. Ulrich, and R. Hill for their collaboration. Most importantly, acknowledgments go to the individual administrators, nurses, and physicians who participated in the study and supported our research endeavors.