JOB COMMITMENT AND TURNOVER AMONG WOMEN WORKING IN FACILITIES SEWING OLDER PERSONS

This study presents a model linking personal and job-related factors t o job satisfaction, job commitment, and turnover, Responses from the s taff of six nursing homes and 12 community facilities serving older ad ults were included. Using a modified version of the causal model of tu rnover developed by Price and Mueller, three sets of predictors were t ested to explain the causes for turnover: personal characteristics, jo b characteristics, and attitudes. The best predictor of turnover was t he employee's intention to leave, followed by the length of employment (shorter), and age (younger). Intention to leave was, in turn, predic ted by age (younger), length of employment (shorter), job dissatisfact ion, and the type of agency for which the employee worked (community). Dissatisfaction seems to be a major factor that results in a desire t o leave the job and may lead to either turnover or continued dissatisf action with the job. Implications for enhancing employee morale and re ducing job turnover are discussed.