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Abstract
This research identifies determinants of voluntary employee turnover in Iowa proprietary nursing homes. A causal model based on the work of Price, Mueller and their colleagues, with modifications, was used in a sample of thirteen nursing homes. The model explained approximately half of the variance in employees' intentions to stay employed with their organizations. Kinship-work conflict, opportunity, place, and work-kinship conflict were significant environmental influences. Significant structural attributes were employer support, supervisor/coworker stress, and supervisor support. The findings support the Price-Mueller voluntary employee turnover model in an industry with unusually high turnover. Nursing home employees highly value the support provided by their organizations and their immediate supervisors. When there is role conflict, employees are less likely to stay. The physical location of the nursing home, the availability of other local job opportunities, the extent of work responsibilities that conflict with kinship responsibilities, and the extent of kinship responsibilities that conflict with work responsibilities are also significant determinants of voluntary employee turnover.
