Effects of Supervisory and Career Development on the Perception of the Supervisor-Worker Relationship and Job Satisfaction Levels in the Long-Term Care (LTC) Setting Public

Licensed practical nurses (LPNs) who work in long-term care (LTC) settings are rarely provided the necessary training in their education or on-the-job training to supervise certified nursing assistants (CNAs). Having LPNs in supervisory roles without proper training can lead to poor leadership, decreased job satisfaction, and high turnover rates for both LPNs and the CNAs they supervise (Harahan et al., 2011; Hollinger-Smith & Ortigara, 2004). A quality improvement supervisory development program for LPNs and a career development program for CNAs in an LTC setting were developed to measure the impact of these programs on the perceptions of the supervisor-worker relationship and the job satisfaction levels of LPNs and CNAs. The programs included lectures, case studies, and activities focused on the role of the supervisor, leading others, communication, teamwork, and conflict resolution. Pre-program and post-program surveys revealed that LPNs had a decrease in their perception of supervisor-worker relationship quality while CNAs exhibited improvements. Similar data was found in pre-program and post-program job satisfaction levels that revealed a decrease in LPN job satisfaction and an increase in CNA satisfaction. The program evaluations indicated that the program was viewed as valuable by the LPNs and the CNAs. Supervisory and career development programs may provide direct care staff with increased awareness of supervisor-worker relationship importance and the empowerment to use different methods to improve relationships. The project has implications for leaders in the LTC setting to focus on resourcing, implementing, and measuring sustained development programs for the direct care staff to address retention and satisfaction.

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