Administrators in long-term care may have an important influence on quality of care. Limited prior research has described the characteristics of nursing home administrators. Despite growing emphasis on home health care as an alternative to nursing homes, almost no research has described the characteristics of administrators of home health agencies. Using the 2004 National Nursing Home Survey and the 2007 National Home and Hospice Care Survey, we describe the career experience of administrators, and examine the relationship between experience and education of administrators both within and across the nursing home and home health sectors. We also explore the characteristics of nursing homes and home health agencies, including establishment ownership (e.g., nonchain not-for-profit), that are associated with being able to attract administrators with the most experience. We find that home health administrators have, on average, less experience than nursing home administrators. Among home health agencies, administrators with the least experience also tend to have less education. In nursing homes, administrators with less experience tend to have more education. Results from multivariate analysis suggest that chain for-profits may be the least able to attract experienced administrators. More research on the effects of different levels of experience and education among administrators is needed.

PURPOSE:The purpose of this study was to examine the association of Nursing Home Administrator (NHA) leadership style and Director of Nursing (DON) leadership style with quality of care.DESIGN AND METHODS:Leaders were categorized into 4 groups: consensus managers, consultative autocrats, shareholder managers, or autocrats. This leadership style assessment came from primary data collected from approximately 4,000 NHAs and DONs that was linked to quality information (i.e., Nursing Home Compare Quality Measures and 5-Star rating scores) and nursing home information (i.e., Online Survey, Certification, And Reporting data).RESULTS:A consensus manager leadership style has a strong association with better quality. Top managers using this style solicit and act upon input from their employees. For NHAs exhibiting this leadership style, the coefficients on 5 of the 7 quality indicators are statistically significant, and all 7 are significant when the DON exhibits this style. When the NHA and DON both have a consensus manager leadership style, 6 of the 7 quality indicator coefficients are significantly associated with better quality.IMPLICATIONS:The findings indicate that NHA and DON leadership style is associated with quality of care. Leadership strategies are amenable to change; thus, the findings of this study may be used to develop policies for promoting more effective leadership in nursing homes.

We examined the association of profit status and patient hospitalizations in the present-day home health care market, a market that grew substantially in the past decade, with much of that growth attributed to the entry of for-profit agencies. Data from the 2007 National Home and Hospice Care Survey were linked to the risk-adjusted agency-level measure of the percent of home health episodes of care ending in hospitalizations available from the Centers for Medicare and Medicaid Services' (CMS) Home Health Compare Web site. A linear regression model was estimated (n = 510). Control variables included other agency characteristics besides profit status, area hospital bed supply, and state dummy variables to control for state fixed effects. For-profit agencies were more likely than not-for-profit agencies to have a risk of hospitalizations greater than expected after accounting for patient characteristics and model control variables. Attributes of the CMS hospitalization measure are discussed and implications for future research described.

The association of job tenure among nursing home administrators (NHAs) and directors of nursing (DONs) with the prevalence of pressure ulcers, pain, and physical restraint use was examined. Data sources included the 2004 National Nursing Home Survey and quality measures from the Centers for Medicare and Medicaid Services. Regression models examined NHA tenure ( n = 787) and DON tenure ( n = 703). Control variables included prior prevalence of the respective outcome, NHA/DON education, and facility characteristics among others. Increasing NHA and DON tenure were both associated with decreases in the prevalence of pressure ulcers and pain but not restraint use. DON tenure had more impact on outcomes in earlier stages of tenure than NHA tenure. Effects of NHA tenure were in later stages of tenure. Increasing tenure among NHAs and DONs may influence better resident outcomes within their facility.

OBJECTIVE:This report presents national estimates of the organizational characteristics of home health and hospice care agencies in 2007. Comparisons of organizational characteristics and provision of selected services are made by agency type. A comparison of selected characteristics between 1996 and 2007 is also provided to highlight changes that have occurred leading to the current composition of the home health and hospice care sector. METHODS:Estimates are based on data collected on agencies from the 1996, 2000, and 2007 National Home and Hospice Care Survey, conducted by the Centers for Disease Control and Prevention's National Center for Health Statistics. Estimates are derived from data collected during interviews with administrators and staff designated by the administrators. RESULTS:In 2007, there were 14,500 home health and hospice care agencies in the United States, an increase from 11,400 in 2000. Three-quarters of these agencies provided home health care only, 15% provided hospice care only, and 10% provided both home health and hospice care (mixed). The percentage of proprietary home health care only and hospice care only agencies increased during 1996-2007, whereas the percentage of proprietary mixed agencies remained relatively stable. The average number of home health care patients that home health care only and mixed agencies served decreased, while the average number of hospice care patients that hospice care only agencies served increased across years. Among mixed agencies, no significant changes were observed in the average number of hospice care patients being served. The percentage of home health care only agencies offering certain therapeutic and nonmedical services declined over the years. There was an increase in the proportion of hospice care only agencies' providing many core and noncore hospice care services during 1996-2007. Also during this time, the proportion of mixed agencies providing selected nonmedical services decreased.

OBJECTIVESTo estimate trends in the prevalence and comorbidities of diabetes mellitus (DM) in U.S. nursing homes from 1995 to 2004.DESIGNSAS callable SUDAAN was used to adjust for the complex sample design and assess changes in prevalence of DM and comorbidities during the study period in the National Nursing Home Surveys. Trends were assessed using weighted least squares linear regression. Multiple logistic regressions were used to calculate predictive margins.SETTINGA continuing series of two-stage, cross-sectional probability national sampling surveys.PARTICIPANTSResidents aged 55 and older: 1995 (n=7,722), 1997 (n=7,717), 1999 (n=7,809), and 2004 (n=12,786).MEASUREMENTSDM and its comorbidities identified using a standard set of diagnosis codes.RESULTSThe estimated crude prevalence of DM increased from 16.9% in 1995 to 26.4% in 2004 in male nursing home residents and from 16.1% to 22.2% in female residents (all P <.05). Male and female residents aged 85 and older and those with high functional impairment showed a significant increasing trend in DM (all P <.05). In people with DM, multivariate-adjusted prevalence of cardiovascular disease increased from 59.6% to 75.4% for men and from 68.1% to 78.7% for women (all P <.05). Prevalence of most other comorbidities did not increase significantly.CONCLUSIONThe burden of DM in residents of U.S. nursing homes has increased since 1995. This could be due to increasing DM prevalence in the general population or to changes in the population that nursing homes serve. Nursing home care practices may need to change to meet residents' changing needs.

PURPOSE:We examined predictors of intrinsic job satisfaction, overall satisfaction, and intention to leave the job among nursing assistants (NAs).DESIGN AND METHODS:The study focused on NAs who worked 30 or more hours per week in a nursing home. Data on 2,146 NAs meeting this criterion came from the 2004 National Nursing Assistant Survey, the first telephone interview survey of NAs nationwide. Regression equations were calculated in which intrinsic satisfaction, overall satisfaction, and intention to leave were dependent variables. NA attributes (e.g., job tenure and education) and extrinsic job factors (e.g., assessment of supervisor behavior, pay satisfaction, and benefits) were exogenous variables.RESULTS:A positive assessment of the supervisor's behavior had the strongest association with intrinsic satisfaction. Pay satisfaction had the second strongest association with intrinsic satisfaction. Predictors with the strongest associations with intention to leave were overall and intrinsic satisfaction. Assessment of the supervisor was not associated directly with intention to leave. Assessments of the supervisor and pay may affect overall satisfaction and intention to leave in part through their direct effects on intrinsic satisfaction. Some facility and NA attributes were related to intrinsic satisfaction but not to overall satisfaction, suggesting that intrinsic satisfaction may be an intervening variable in the impact of these attributes on overall satisfaction.IMPLICATIONS:Intrinsic satisfaction and extrinsic job factors amenable to change appear central to NAs' overall satisfaction and intention to leave. A facility may be able to improve extrinsic job factors that improve NAs' job-related affects, including intrinsic satisfaction.

Background: Research indicates that the length of time a nursing home administrator (NHA) or director of nursing (DON) has worked in a nursing home may have a positive relationship to quality of care. Few studies, however, have focused on factors associated with the job tenure of NHAs and DONs. One important factor may be education level. Purpose: This study used a nationally representative sample of nursing homes to examine the influence of education level on the current job tenure of NHAs and DONs. Methodology/Approach: The data sources were the 2004 National Nursing Home Survey and the Area Resource File. Control variables for facility characteristics (e.g., ownership type), market characteristics (e.g., unemployment rate), and career experience were included. Data on NHAs, DONs, and nursing facility characteristics came from the National Nursing Home Survey. Market characteristics came from the Area Resource File. The analysis on NHA tenure included 1,082 cases with usable data from the 1,174 sampled facilities in the National Nursing Home Survey. The analysis on DON tenure included 1,048 cases. Job tenure was measured in number of months. Regression models on NHA and DON tenure were analyzed. Findings: Among NHAs, and to a lesser extent among DONs, higher education was significantly associated with shorter tenure rather than longer tenure. Ownership status was a notable predictor. Practice Implications: For owners of nursing homes, our findings may raise a hiring dilemma. Hiring the best educated NHA and DON may be advantageous, but the retention for these same top managers may be the shortest. Initiatives to hire NHAs and DONs with better educational training may need to be coupled with initiatives designed to promote greater retention.

Researchers have found registered nurse (RN) staffing unrelated to the prevention of hospitalizations of nursing home residents. Although most nursing home admissions are from hospitals, their studies involved residents who probably were not admitted from hospitals. In this study I examined data on 6,623 discharges of nursing home residents admitted or not admitted from a hospital. For patients with longer stays (>30 days), higher RN staffing levels in nursing homes reduced hospitalizations only for residents admitted from hospitals. Higher RN levels reduced hospitalizations more than higher licensed nurse levels or skill mix. Only among longer-stay residents not admitted from hospitals was RN staffing unrelated to hospitalizations. Researchers may have found RN staffing unrelated to hospitalizations because samples were primarily longer-stay residents not admitted from hospitals.

Poorer resident care in US for-profit relative to not-for-profit nursing homes is usually blamed on the profit motive. But US nursing home performance may relate to Medicaid public financing in a manner qualifying the relationship between ownership and quality. We investigated effects of Medicaid resident census, Medicaid payment, and occupancy on performance. Resource dependence theory implies these predictors may affect discretion in resources invested in resident care across for-profit and not-for-profit facilities. Models on physical restraint use and registered nurse (RN) staffing were studied using generalized estimating equations with panel data derived from certification inspections of nursing homes. Restraint use increased and RN staffing levels decreased among for-profit and not-for-profit facilities when the Medicaid census increased and Medicaid payment decreased. Interaction effects supported a theory that performance relates to available discretion in resource allocation. Effects of occupancy appear contingent on the dependence on Medicaid. Poorer performance among US for-profit nursing homes may relate to for-profit homes having lower occupancy, higher Medicaid census, and operating in US states with lower Medicaid payments compared to not-for-profit homes. Understanding the complexity of factors affecting resources expended on resident care may further our understanding of the production of quality in nursing homes, whether in the US or elsewhere.

Data on Medicare discharges (n = 4086) in the discharge sample of the National Nursing Home Survey were used to study the association of registered nurse (RN) and physical therapist (PT) staffing levels to the outcomes and length of Medicare nursing home stays. Marginal effects were calculated in multinomial logistic modeling of Medicare beneficiaries who recovered/stabilized, died, or were hospitalized. Linear regression models on length of stay (LOS) were constructed. Higher RN staffing was related to fewer hospitalizations whereas greater PT staffing was associated with more recovered/stabilized outcomes and fewer deaths. RN and PT staffing may play different, though complementary, clinical roles affecting outcomes. Higher RN and PT staffing levels also reduced LOS of recovered/stabilized outcomes. The staffing increases involved in reducing LOS and hospitalizations appear substantial. Research on best practices that can amplify effects of nursing home staffing increases on quality seem to be the next step to further quality improvement. (Am J Med Qual 2008;23:465-474)

OBJECTIVES:This report presents information on nursing home residents receiving end-of-life (EOL) care in nursing homes. Residents receiving EOL care are compared with those not receiving EOL care on demographics, functional and cognitive status, reported pain, medications, and diagnoses. Residents receiving EOL care are further categorized by whether they started EOL care on or prior to admission to the nursing home or after admission to the nursing home. These two groups receiving EOL care are compared with each other on demographics, functional and cognitive status, medications, diagnoses, length of time receiving EOL care, and treatments received.METHODS:Data are from the resident component of the 2004 National Nursing Home Survey (NNHS). The 2004 NNHS is a nationally representative, cross-sectional probability sample survey of all current residents in nursing homes in the United States with three or more beds and either certified by Medicare or Medicaid or licensed by the state. All information is derived from interviews with nursing home staff.RESULTS:Nursing home residents receiving EOL care were older, more functionally and cognitively impaired, and more likely to have reported pain in the previous 7 days compared with nursing home residents not receiving EOL care. They were also more likely to have at least one advance directive. Three-fourths of residents who received EOL care in the nursing home started EOL care after admission to the nursing home. Differences in age, functional impairment, and cognitive impairment were observed among residents receiving EOL care depending on when they started EOL care. However, no differences in services and treatments received were observed depending on whether EOL care started on or prior to admission or after admission to the nursing home. The mean length of time on EOL care was approximately 5 months and did not differ by whether the care started on or prior to admission or after admission to the nursing home.

OBJECTIVE:The relationship of nursing home (NH) discharges due to death to NH bed supply and hospital bed supply was examined.METHOD:Data on discharges came from the 1999 National Nursing Home Survey (N = 6,335). County-level bed supply, controls for hospice agency supply, and a nursing facility's percentage of area NH beds came from the Area Resource File. Multinomial logistic regression was used to compare deaths with live discharges. Marginal effects were calculated.RESULTS:Discharges due to death increased with increasing NH bed supply and decreased in areas with greater hospital bed supply, areas where hospitalizations were more likely. Hospice supply and a facility's share of area NH beds also affected the probability of discharges due to death.DISCUSSION:Supply factors appear related to discharge decisions in a manner affecting the probability of discharges due to death, although the magnitude of the relationship may be less than expected.

Background:Findings on the relationship between nurse staffing and nursing home outcomes (eg, dying vs. discharges to the community) have been inconsistent. Although some studies show outcomes related to staffing ratios, others do not. Subjects in studies showing staffing effects may have been primarily short-stay residents and longer stays in studies showing no staffing effects. Outcomes affected by staffing may vary by short and longer stays. Objective:The effect of staffing by duration of stay has not been studied explicitly. The purpose of this study was to discern whether the effect of nursing staffing on discharge status varies between short and longer stays. Method:Data on discharges came from the 1999 National Nursing Home Survey (n = 6386). Models were constructed for short and longer stays applying multinomial logistic regression. Results:For stays less than 60 days, but not among longer stays, the probability of leaving the nursing home in recovered or stabilized condition increased, and that of dying decreased, with an increasing staffing ratio for registered nurses. Clinical condition was the major factor differentiating discharge status among short and longer stays. Conclusion:Results indicate a likely reason for past inconsistent findings on staffing. Staffing ratios may affect discharge disposition more among short stays. Some discharge dispositions, such as death, may not be the most relevant outcomes to study to discern how staffing affects the care provided to longer-stay residents. More research is warranted on how the sensitivity of outcomes to staffing ratios varies across short- and longer-stay residents.

The dominant explanation of nurses' affective experience in work is the conflict between the beliefs and expectations developed during the formal training process (education) and the role definitions in the hospital work setting. Specifically, it is generally proposed that baccalaureate trained nurses experience this person-role conflict more than the associate or diploma trained nurse because baccalaureate training instills more beliefs/expectations that conflict with the hospital nursing role. However, research has not sufficiently compared the effect of 'socialization' variables like education with other variables found to affect the work experience. This study uses path analysis to explore the relative effects of education, length of experience and the measured interpersonal work environment across types of person-role conflicts, on overall job satisfaction and on propensity to leave. The results show that the interpersonal factors are the paramount determinants of the measured person-role conflicts and, as well, have a greater effect than education and experience on job satisfaction. Also, education and length of experience have greater direct than indirect effects on propensity to leave, indicating that their effects are not via causality of job-related stress. Implications for programs designed to improve the nurse's work experience and affects are discussed.