The Gerontologist Published by Oxford University Press on behalf of The Gerontological Society of America 2009. doi:10.1093/geront/gnp051 1 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 cri-terion came from the 2004 National Nursing Assis-tant Survey, the fi rst telephone interview survey of NAs nationwide. Regression equations were calcu-lated in which intrinsic satisfaction, overall satisfac-tion, 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 benefi ts) were exog-enous variables. Results: A positive assessment of the supervisor ’ s behavior had the strongest asso-ciation with intrinsic satisfaction. Pay satisfaction had the second strongest association with intrinsic satisfaction. Predictors with the strongest associa-tions with intention to leave were overall and intrin-sic satisfaction. Assessment of the supervisor was not associated directly with intention to leave. Assess-ments of the supervisor and pay may affect overall satisfaction and intention to leave in part through their direct effects on intrinsic satisfaction. Some fa-cility and NA attributes were related to intrinsic sat-isfaction but not to overall satisfaction, suggesting that intrinsic satisfaction may be an intervening vari-able in the impact of these attributes on overall satis-faction. 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, includ-ing intrinsic satisfaction