Can sufficient subjective rewards prevent certified care worker turnover?

Cross-sectional and longitudinal studies using panel surveys

Abstract

This study conducted a three-wave panel survey concerning subjective rewards as a factor that inhibits caregiver turnover (T1 [N = 1,087]), T2 [N = 690], and T3 [N = 546]). A longitudinal logistic regression analysis was conducted using the Subjective Rewards Scale for Human Service Professionals (SRS-HS), which uses the five factors of financial, growth, social, interpersonal, and stability as independent variables and the presence or absence of job turnover in the subsequent year as the dependent variable. In addition, we conducted a cross-sectional analysis that categorized turnovers into workplace or occupational turnovers. The regression analysis revealed that turnover among caregivers was prevented by hygiene factors such as financial and stability rewards. Furthermore, stability, interpersonal, and growth rewards, which showed relatively high levels, indicate the positive aspects of caregiver work and should be actively publicized to increase human resources.