Nursing home Administrators (NHAs) are leaving the field of long-term care. Turnover rates as high as 43% are reported (Castle 2001, 2005; NAB 2001; Singh and Schwab 1998, 2000; Stoil 2002; Yeatts and Seward 2000). A major factor contributing to turnover in many occupations is high stress and poor coping (Ross & Altmaier, 1994). There is inconsistency regarding the term turnover and how turnover is measured among nursing home administrators (Castle, 2006).

The purpose of this study was to examine the ability of total trait emotional intelligence, role overload, psychological strain, and rational/cognitive coping to predict personal-career turnover among Nursing Home Administrators (NHAs) in Pennsylvania. The predictor variables were total trait emotional intelligence, role overload, psychological strain, and rational/cognitive coping. The outcome variable was personal-career turnover.

Total trait-emotional intelligence was measured using the Genos EI short form instrument. Role overload, psychological strain, and rational/cognitive were measured using the Occupational Stress and Coping-Revised (OSI-R) instrument. Personal-career turnover was determined from information obtained from the Nursing Home Administrator Demographic Questionnaire (NHADQ).

The participants in this study were licensed Nursing Home Administrators (NHAs) in the state of Pennsylvania that were operating licensed nursing care facilities. A total of 350 NHAs were selected. After screening data and checking assumptions there was a sample size of N=83 and a response rate of 23.7%.

A multiple linear regression using the enter method was calculated to predict personal-career turnover based on role overload, age, location, and facility financial description/type. Role overload, age, and location were significant predictors of personal career turnover among NHAs in Pennsylvania.