An examination of the factors that influences the high staff turnover rate among male health care workers in nursing homes in the East Midlands area of England during the post COVID-19 period

Abstract

The UK’s social care sector is in a state of perpetual crisis, characterised by a critical 28.5% annual staff turnover rate. Within this landscape, male care workers are a significantly underrepresented and vulnerable demographic, comprising just 21% of the nursing home workforce. This pilot study addresses a critical gap by investigating the nuanced, lived experiences of male care workers in UK nursing homes, focusing on the factors that shape their turnover intentions.

The research employed a sequential explanatory mixed methods design. Data were collected from a small sample of male healthcare workers (N=6) in nursing homes across the East Midlands, UK, between October and December 2024. The study first gathered quantitative survey data measuring job satisfaction, stress, burnout, and turnover intention, followed by in-depth qualitative interviews to explore the underlying reasons for these trends. The study is framed by an integrated theoretical lens, combining Social Identity Theory with Selye’s General Adaptation Syndrome to explore the interplay between psychosocial stress and physiological burnout. The integrated findings reveal a workforce at a tipping point. Quantitatively, moderate correlations were found between stress and burnout, while lower job satisfaction showed a strong trend toward higher turnover intention. Qualitatively, these patterns were explained by pervasive gendered stereotyping, which typecast men as physically strong but emotionally peripheral, leading to social isolation. Furthermore, the study identified a ‘glass cage’ phenomenon, where limited clinical career progression paths fostered professional stagnation. This integrated lens illustrates how these chronic identity-based stressors can culminate in emotional exhaustion and withdrawal. While limited by its sample size and regional focus, this pilot study concludes that retention is strongly linked to inclusion. It proposes feasible interventions for further investigation, such as gender-inclusive leadership training, peer support programmes, and the exploration of clinical career pathways. Addressing these modifiable organisational factors presents a crucial opportunity for building a more sustainable, diverse, and equitable social care workforce.

Keywords: Mixed methods, male care workers, UK nursing homes, turnover intention, job satisfaction, stress, burnout, gender inclusion, Social Identity Theory, General Adaptation Syndrome, East Midlands, post-covid19.

https://doi.org/10.5281/zenodo.23481119