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Yau SY, Lee YKL, Li SYB, Law SPS, Lai SKV, Huang S. Health care workers' self-perceived meaning of residential care work. BMC Health Serv Res 2024; 24:766. [PMID: 38918753 PMCID: PMC11201782 DOI: 10.1186/s12913-024-11218-2] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/30/2024] [Accepted: 06/19/2024] [Indexed: 06/27/2024] Open
Abstract
BACKGROUND Attracting and supporting a sustainable long-term care (LTC) workforce has been a persistent social policy challenge across the globe. To better attract and retain a sustainable LTC workforce, it is necessary to adopt a unified concept of worker well-being. Meaning of work is an important psychological resource that buffers the negative impacts of adverse working conditions on workers' motivation, satisfaction, and turnover intention. The aim of this study was to explore the positive meaning of care work with older people and its implications for health care workers' job satisfaction and motivation to work in the LTC sector. METHODS This study adopted a qualitative descriptive design that pays particular attention to health care workers; such as nurses, personal care workers; as active agents of the meaning making and reframing of care work in LTC communities in a East Asia city. In-depth semi-structured interviews were conducted with thirty health care workers in LTC communities in Hong Kong. Thematic analysis was employed for data analysis. RESULTS The research findings indicate that while health care workers perform demanding care work and experience external constraints, they actively construct positive meanings of care work with older people as a helping career that enables them to facilitate the comfortable aging of older people, build affectional relationships, achieve professional identity, and gain job security. CONCLUSIONS This qualitative study explores how health care workers negotiate the positive meaning of older people care work and the implications of meaningful work for workers' job satisfaction and motivation to work in the LTC sector. The importance of a culturally sensitive perspective in researching and developing social policy intervention are suggested.
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Affiliation(s)
- Sui Yu Yau
- Hong Kong Metropolitan University, Jockey Club Institute of Healthcare, 1 Sheung Shing Street, Homantin, Hong Kong
| | - Yin King Linda Lee
- Hong Kong Metropolitan University, Jockey Club Institute of Healthcare, 1 Sheung Shing Street, Homantin, Hong Kong
| | - Siu Yin Becky Li
- Hong Kong Metropolitan University, Jockey Club Institute of Healthcare, 1 Sheung Shing Street, Homantin, Hong Kong
| | - Sin Ping Susan Law
- Hong Kong Metropolitan University, Jockey Club Institute of Healthcare, 1 Sheung Shing Street, Homantin, Hong Kong
| | - Sze Ki Veronica Lai
- Hong Kong Metropolitan University, Jockey Club Institute of Healthcare, 1 Sheung Shing Street, Homantin, Hong Kong
| | - Shixin Huang
- The Hong Kong Polytechnic University, Hung Hom, Kowloon, Hong Kong.
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Backman A, Lindkvist M, Lövheim H, Sjögren K, Edvardsson D. Exploring the impact of nursing home managers' leadership on staff job satisfaction, health and intention to leave in nursing homes. J Clin Nurs 2023; 32:7227-7237. [PMID: 37283193 DOI: 10.1111/jocn.16781] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/20/2022] [Revised: 04/03/2023] [Accepted: 05/23/2023] [Indexed: 06/08/2023]
Abstract
AIMS AND OBJECTIVES To explore the impact of nursing home leadership and staffing characteristics on staff job satisfaction, health and intention to leave. BACKGROUND The number of older people has outpaced growth in the nursing home workforce worldwide. Identifying predictors with the potential to positively impact staff job satisfaction, health and intentions to leave are important. Leadership of the nursing home manager can be one such predictor. DESIGN Cross-sectional design. METHODS A sample of 2985 direct care staff in 190 nursing homes in 43 randomly selected municipalities in Sweden completed surveys on leadership, job satisfaction, self-rated health and intention to leave (response rate 52%). Descriptive statistics and Generalised Estimating Equations were conducted. The STROBE reporting checklist was applied. RESULTS Nursing home managers' leadership was positively related to job satisfaction, self-rated health and low intention to leave. Lower staff educational levels were related to poorer health and lower job satisfaction. CONCLUSIONS Nursing home leadership plays a significant role in the job satisfaction, self-reported health and intention to leave of direct care staff. Low education levels among staff seem to negatively influence staff health and job satisfaction, suggesting that educational initiatives for less-educated staff could be beneficial for improving staff health and job satisfaction. RELEVANCE TO CLINICAL PRACTICE Managers seeking to improve staff job satisfaction can consider how they support, coach and provide feedback. Recognising staff achievement at work can contribute to high job satisfaction. One important implication for managers is to offer continuing education to staff with lower or no education, given the large amount of uneducated direct care workers in aged care and the impact this may have on staff job satisfaction and health. NO PATIENT OR PUBLIC CONTRIBUTION No patient or public contribution was required to outcome measures in this study. Direct care staff and managers contributed with data.
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Affiliation(s)
| | - Marie Lindkvist
- Department of Epidemiology and Global Health, Umeå University, Umeå, Sweden
| | - Hugo Lövheim
- Department of Community Medicine and Rehabilitation, Umeå University, Umeå, Sweden
- Wallenberg Centre for Molecular Medicine in Umeå, Umeå, Sweden
| | - Karin Sjögren
- Department of Nursing, Umeå University, Umeå, Sweden
| | - David Edvardsson
- School of Nursing and Midwifery, La Trobe University, Melbourne, Australia
- Sahlgrenska Academy, Institute of Health and Care Sciences, University of Gothenburg, Gothenburg, Sweden
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3
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Hnath JGP, Rambur B, Grabowski DC. Earnings, job satisfaction, and turnover of nurse practitioners across employment settings. HEALTH AFFAIRS SCHOLAR 2023; 1:qxad044. [PMID: 38756670 PMCID: PMC10986281 DOI: 10.1093/haschl/qxad044] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 07/24/2023] [Revised: 08/18/2023] [Accepted: 09/11/2023] [Indexed: 05/18/2024]
Abstract
Nurse practitioners (NPs) are an important part of the health care workforce. However, little information is available on NP earnings, job satisfaction, or turnover. National survey data from 2018 offer a pre-COVID-19 baseline for ongoing NP workforce monitoring. We found evidence that NPs earned approximately $92 500 annually, ranging from $82 800 in long-term care to $95 600 in hospital settings. Wages increased with tenure in the workforce and varied considerably by geography. Approximately 1 in 5 NPs switched jobs annually, with some net in-flow to ambulatory settings. Both NPs who left their position or considered leaving reported better pay and benefits, burnout, management role, stressful work environment, career advancement, and inadequate staffing as the primary explanations. These findings were augmented by analysis of 2012-2022 Bureau of Labor Statistics data that illustrated substantial growth in the NP workforce. Improving NP job satisfaction has the direct benefit of supporting a critical and growing segment of the health workforce; it has the additional benefit of reducing job turnover and the associated costs, potentially increasing earnings for NPs. Policies that improve working conditions for NPs in different employment settings will not just increase immediate job satisfaction but also ideally strengthen the longer-term labor market to improve patient outcomes.
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Affiliation(s)
- Joseph G P Hnath
- Department of Health Care Policy, Harvard University,Boston, MA 02115, United States
| | - Betty Rambur
- College of Nursing, University of Rhode Island,Kingston, RI 02881, United States
| | - David C Grabowski
- Department of Health Care Policy, Harvard University,Boston, MA 02115, United States
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Miller VJ, Maziarz L, Wagner J, Bell J, Burek M. Nursing assistant turnover in nursing homes: A scoping review of the literature. Geriatr Nurs 2023; 51:360-368. [PMID: 37104907 DOI: 10.1016/j.gerinurse.2023.03.027] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/09/2023] [Revised: 03/25/2023] [Accepted: 03/27/2023] [Indexed: 04/29/2023]
Abstract
BACKGROUND Nurse aide turnover in long-term care is projected to increase in the coming years. Guided by a social ecological framework, this scoping review systematically searched for peer-reviewed journal articles on nursing assistant or nurse aide turnover in nursing homes. METHODS Using the PICO and PRISMA guidelines, 8 university-based library databases via EBSCOhost were searched to source peer-reviewed journal articles published between 2002 and 2022 on nurse aide turnover in nursing homes. RESULTS The initial article search revealed 997 articles. After a three-stage article screening and removal process, a final sample of 43 articles (N = 43) remained. Guided by levels of influence, nurse aide turnover is found to be influenced by intrapersonal, interpersonal, institutional, community, and public policy level factors. CONCLUSION Findings highlight the need for further research with nursing facility administrators and nurse aides to evaluate the complex interactions within long-term care nursing homes.
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Affiliation(s)
- Vivian J Miller
- College of Health and Human Services, Bowling Green State University, 223 Health and Human Services Bldg, Bowling Green, OH 43403, USA.
| | - Lauren Maziarz
- College of Health and Human Services, Bowling Green State University, 223 Health and Human Services Bldg, Bowling Green, OH 43403, USA
| | - Jennifer Wagner
- College of Health and Human Services, Bowling Green State University, 223 Health and Human Services Bldg, Bowling Green, OH 43403, USA
| | - Julia Bell
- College of Health and Human Services, Bowling Green State University, 223 Health and Human Services Bldg, Bowling Green, OH 43403, USA
| | - Melissa Burek
- College of Health and Human Services, Bowling Green State University, 223 Health and Human Services Bldg, Bowling Green, OH 43403, USA
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Awosoga OA, Odole AC, Onyeso OK, Doan J, Nord C, Nwosu IB, Steinke C, Ojo JO, Ekediegwu EC, Murphy S. Well-being of professional older adults' caregivers in Alberta's assisted living and long-term care facilities: a cross-sectional study. BMC Geriatr 2023; 23:85. [PMID: 36755216 PMCID: PMC9908505 DOI: 10.1186/s12877-023-03801-9] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/21/2022] [Accepted: 02/06/2023] [Indexed: 02/10/2023] Open
Abstract
BACKGROUND For the care need of older adults, long-term care (LTC) and assisted living (AL) facilities are expanding in Alberta, but little is known about the caregivers' well-being. The purpose of the study was to investigate the physical health conditions, mental and emotional health (MEH), health behaviour, stress levels, quality of life (QOL), and turnover and absenteeism (TAA) among professional caregivers in Alberta's LTC and AL facilities. METHODS This cross-sectional survey involved 933 conveniently selected caregivers working in Alberta's LTC and AL facilities. Standardised questions were selected from the Canadian Community Health Survey, Patient Health Questionnaire-9, and Short Form-36 QOL survey revalidated and administered to the participants. The new questionnaire was used to assess the caregivers' general health condition (GHC), physical health, health behaviour, stress level, QOL, and TAA. Data were analysed using descriptive statistics, Cronbach alpha, Pearson's correlation, one-way analysis of variance, and multiple linear regression. RESULTS Of 1385 surveys sent to 39 facilities, 933 valid responses were received (response rate = 67.4%). The majority of the caregivers were females (90.8%) who were ≥ 35 years (73.6%), worked between 20 to 40 h weekly (67.3%), and were satisfied with their GHC (68.1%). The Registered Nurses had better GHC (mean difference [MD] = 0.18, p = 0.004) and higher TAA than the Health Care Aides (MD = 0.24, p = 0.005). There were correlations between caregivers' TAA and each of MEH (r = 0.398), QOL (r = 0.308), and stress (r = 0.251); p < 0.001. The most significant predictors of TAA were the propensity to quit a workplace or the profession, illness, job stress, and work-related injury, F (5, 551) = 76.62, p < 0.001, adjusted R2 = 0.998. CONCLUSION Reducing the caregivers' job stressors such as work overload, inflexible schedule, and poor remuneration, and improving their quality of life, health behaviour, and mental, emotional, and physical health conditions may increase their job satisfaction and reduce turnover and absenteeism.
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Affiliation(s)
- Oluwagbohunmi A. Awosoga
- grid.47609.3c0000 0000 9471 0214Faculty of Health Sciences, University of Lethbridge, Lethbridge, AB Canada
| | - Adesola Christiana Odole
- grid.9582.60000 0004 1794 5983Department of Physiotherapy, Faculty of Clinical Sciences, College of Medicine, University of Ibadan, Ibadan, Oyo Nigeria
| | - Ogochukwu Kelechi Onyeso
- Faculty of Health Sciences, University of Lethbridge, Lethbridge, AB, Canada. .,Emerging Researchers and Professionals in Ageing-African Network, Abuja, Nigeria.
| | - Jon Doan
- grid.47609.3c0000 0000 9471 0214Faculty of Art and Sciences, University of Lethbridge, Lethbridge, AB Canada
| | - Christina Nord
- grid.47609.3c0000 0000 9471 0214Faculty of Art and Sciences, University of Lethbridge, Lethbridge, AB Canada
| | - Ifeoma Blessing Nwosu
- grid.412207.20000 0001 0117 5863Department of Medical Rehabilitation, Faculty of Health Sciences and Technology, College of Health Sciences, Nnamdi Azikiwe University, Awka, Anambra Nigeria
| | - Claudia Steinke
- grid.47609.3c0000 0000 9471 0214Faculty of Health Sciences, University of Lethbridge, Lethbridge, AB Canada
| | - Joshua O. Ojo
- grid.9582.60000 0004 1794 5983Department of Physiotherapy, Faculty of Clinical Sciences, College of Medicine, University of Ibadan, Ibadan, Oyo Nigeria
| | - Ezinne Chika Ekediegwu
- Emerging Researchers and Professionals in Ageing-African Network, Abuja, Nigeria ,grid.412207.20000 0001 0117 5863Department of Medical Rehabilitation, Faculty of Health Sciences and Technology, College of Health Sciences, Nnamdi Azikiwe University, Awka, Anambra Nigeria
| | - Sheli Murphy
- Rural Health, Professional Practice, Research and Libraries, Covenant Care, Edmonton, AB Canada
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Awosoga OA, Odole AC, Onyeso OK, Ojo JO, Ekediegwu EC, Nwosu IB, Nord C, Steinke C, Varsanyi S, Doan J. Perceived strategies for reducing staff-turnover and improving well-being and retention among professional caregivers in Alberta's continuing-care facilities: A qualitative study. Home Health Care Serv Q 2023:1-23. [PMID: 36646111 DOI: 10.1080/01621424.2023.2166889] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/18/2023]
Abstract
This qualitative study explored potential factors that lead to turnover and absenteeism and how to improve well-being and retention among professional older-adult-caregivers in Alberta's assisted living (AL) and long-term care (LTC) facilities. Four hundred and forty-seven participants aged 45-54 years were interviewed through a five-item, content-validated open-ended questionnaire. The questionnaire was self-administered in the English language and the soft copy of their responses was transferred into NVIVO version 12 software for coding. A thematic narrative analysis grounded in the "happy productive worker" theory was completed. The main themes were caregivers' perception of the factors affecting their well-being, absenteeism, and turnover, and caregivers' suggestions on ways to improve their well-being and retention. Participants reported that their professional well-being was suboptimal. They suggested that their employers should provide them with the needed social, psychological, and professional support, improve wages and hire more staff to ameliorate absenteeism and turnover rates.
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Affiliation(s)
| | - Adesola Christiana Odole
- Department of Physiotherapy, Faculty of Clinical Sciences, College of Medicine, University of Ibadan, Ibadan, Oyo, Nigeria
| | - Ogochukwu Kelechi Onyeso
- Faculty of Health Sciences, University of Lethbridge, Lethbridge, Alberta, Canada.,Department of Medical Rehabilitation, Faculty of Health Sciences and Technology, College of Health Sciences, Nnamdi Azikiwe University, Awka, Anambra, Nigeria.,Department of Physiotherapy, Faculty of Health Sciences, Bayelsa Medical University, Yenagoa, Bayelsa, Nigeria
| | - Joshua O Ojo
- Department of Physiotherapy, University of Benin Teaching Hospital, Benin, Edo, Nigeria
| | - Ezinne Chika Ekediegwu
- Department of Medical Rehabilitation, Faculty of Health Sciences and Technology, College of Health Sciences, Nnamdi Azikiwe University, Awka, Anambra, Nigeria
| | - Ifeoma Blessing Nwosu
- Department of Medical Rehabilitation, Faculty of Health Sciences and Technology, College of Health Sciences, Nnamdi Azikiwe University, Awka, Anambra, Nigeria
| | - Christina Nord
- Faculty of Art and Sciences, University of Lethbridge, Lethbridge, Alberta, Canada
| | - Claudia Steinke
- Faculty of Health Sciences, University of Lethbridge, Lethbridge, Alberta, Canada
| | - Stephanie Varsanyi
- Faculty of Art and Sciences, University of Lethbridge, Lethbridge, Alberta, Canada
| | - Jon Doan
- Faculty of Art and Sciences, University of Lethbridge, Lethbridge, Alberta, Canada
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Krein SL, Turnwald M, Anderson B, Maust DT. "Sometimes it's not about the money... it's the way you treat people...": A Qualitative Study of Nursing Home Staff Turnover. J Am Med Dir Assoc 2022; 23:1178-1184. [PMID: 34990586 DOI: 10.1016/j.jamda.2021.11.036] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/23/2021] [Revised: 11/19/2021] [Accepted: 11/27/2021] [Indexed: 11/26/2022]
Abstract
OBJECTIVE To better understand and compare resident family and nursing home staff experiences and perceptions of licensed and unlicensed direct care staff turnover. DESIGN Descriptive qualitative design. SETTING AND PARTICIPANTS Nursing home resident family members and direct care registered nurses (RNs), licensed practical nurses (LPNs), certified nursing assistants (CNAs), and administrative staff. METHODS We conducted semistructured interviews with family members and nursing home staff between September 2019 and July 2020. Using a rapid analysis approach, we compared family member, direct care RNs, LPNs, CNAs, and administrative staff experiences and perceptions related to staff turnover, ways to reduce turnover, and strategies for minimizing disruptions. RESULTS We completed interviews with 17 family members, 25 direct care RNs, LPNs, and CNAs, and 6 administrative staff from 13 nursing homes primarily located in southeastern Michigan. Family members had mixed experiences with turnover, but commonly described the need for consistent, personalized care to ensure safe, high-quality resident care. Direct care RNs, LPNs, and CNAs expressed a similar viewpoint and frustration with not being able to provide the care they would like because of turnover or short staffing. Although better wages were mentioned, all groups also identified the importance of staff feeling appreciated and supported as critical for decreasing turnover. Adequate training and strategies to acclimate new staff to resident preferences were also noted as approaches for minimizing care disruptions during turnover. CONCLUSIONS AND IMPLICATIONS Our findings largely confirm those of others regarding potential contributing factors and consequences of staff turnover. However, our findings also provide a clear message about important areas on which to focus. This includes identifying ways to effectively provide consistent, person-centered care for residents in the context of staffing inconsistencies and the need for a more people-oriented work environment for nursing home staff to reduce turnover and minimize disruptions in resident care.
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Affiliation(s)
- Sarah L Krein
- Center for Clinical Management Research, Department of Veterans Affairs (VA) Ann Arbor Healthcare System, Ann Arbor, MI, USA; Department of Internal Medicine, University of Michigan, Ann Arbor, MI, USA.
| | - Molly Turnwald
- Department of Psychiatry, University of Michigan, Ann Arbor, MI, USA
| | - Barry Anderson
- Department of Psychiatry, University of Michigan, Ann Arbor, MI, USA
| | - Donovan T Maust
- Center for Clinical Management Research, Department of Veterans Affairs (VA) Ann Arbor Healthcare System, Ann Arbor, MI, USA; Department of Psychiatry, University of Michigan, Ann Arbor, MI, USA
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Scales K. Transforming Direct Care Jobs, Reimagining Long-Term Services and Supports. J Am Med Dir Assoc 2021; 23:207-213. [PMID: 34973168 DOI: 10.1016/j.jamda.2021.12.005] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/02/2021] [Revised: 11/24/2021] [Accepted: 12/04/2021] [Indexed: 12/20/2022]
Abstract
The diverse array of individuals who receive long-term services and supports share one common experience, which is the need for assistance with personal care and/or other daily activities. The direct care workers (including nursing assistants, home health aides, and personal care aides) who provide this assistance play a critical role in keeping individuals safe, supporting their health and well-being, and helping prevent adverse outcomes. Yet despite decades of research, advocacy, and incremental policy and practice reform, direct care workers remain inadequately compensated, supported, and respected. Long-standing direct care job quality concerns are linked to high turnover and job vacancy rates in this workforce, which in turn compromise the availability and quality of essential care for older adults and people with disabilities-which has never been more evident than during the COVID-19 pandemic. This special article makes the case for transforming direct care jobs and stabilizing this workforce as a centerpiece of efforts to reimagine long-term services and supports system in the United States, as a public health priority, and as a social justice imperative. Drawing on research evidence and examples from the field, the article demonstrates that a strong, stable direct care workforce requires: a competitive wage and adequate employment benefits for direct care workers; updated training standards and delivery systems that prepare these workers to meet increasingly complex care needs across settings, while also enhancing career mobility and workforce flexibility; investment in well-trained frontline supervisors and peer mentors to help direct care workers navigate their challenging roles; and an elevated position for direct care workers in relation to the interdisciplinary care team. The article concludes by highlighting federal and state policy opportunities to achieve direct care job transformation, as well as discussing research and practice implications.
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Maake G, Harmse CP, Schultz CM. Performance management as a mediator for work engagement and employment relationships in the public sector in South Africa. SOUTH AFRICAN JOURNAL OF HUMAN RESOURCE MANAGEMENT 2021. [DOI: 10.4102/sajhrm.v19i0.1507] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/01/2022] Open
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Devi R, Goodman C, Dalkin S, Bate A, Wright J, Jones L, Spilsbury K. Attracting, recruiting and retaining nurses and care workers working in care homes: the need for a nuanced understanding informed by evidence and theory. Age Ageing 2021; 50:65-67. [PMID: 32614968 DOI: 10.1093/ageing/afaa109] [Citation(s) in RCA: 18] [Impact Index Per Article: 6.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/31/2020] [Indexed: 11/13/2022] Open
Abstract
The care home sector relies on nurses and care workers to deliver care to residents living with frailty and complex needs. However, attracting, recruiting and retaining staff is one of the biggest challenges facing this sector. There is evidence available that describes factors that influence staff decisions to join and/or remain in the care home workforce, for example, individual rewards (such as feeling valued at work or training opportunities), relationships with colleagues and residents, supportive management or working arrangements (including flexible hours). However, it is less clear how different strategies are informed by evidence to improve recruitment and retention. Care homes are heterogeneous in terms of their size, staffing levels and mix, staff age groups, geographical location and working conditions. What matters to different members of the care home workforce will vary across nurses and care workers of different ages and levels of qualification or experience. Recognising this diversity is key: understanding how to attract, recruit and retain staff needs to discriminate and offer solutions that address this diversity. This important area of practice does not lend itself to a 'one-approach-fits-all' solution. This commentary provides a brief overview of known workforce challenges for the care home sector and argues for studies that use empirical evidence to test different theories of what might work for different staff, how and why, and in different circumstances.
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Affiliation(s)
- Reena Devi
- School of Healthcare, University of Leeds, Leeds, UK
| | - Claire Goodman
- School of Health and Social Work, University of Hertfordshire, Hatfield, UK
| | - Sonia Dalkin
- Social Work, Education and Community Wellbeing, University of Northumbria, Newcastle, UK
- Fuse, The Centre for Translational Research in Public Health; http://www.fuse.ac.uk
| | - Angela Bate
- Nursing, Midwifery and Health, University of Northumbria, Newcastle, UK
| | - Judy Wright
- Leeds Institute of Health Sciences, University of Leeds, Leeds, UK
| | - Liz Jones
- The National Care Forum, Coventry, UK
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Lee K, Mileski M, Fohn J, Frye L, Brooks L. Facilitators and Barriers Surrounding the Role of Administration in Employee Job Satisfaction in Long-Term Care Facilities: A Systematic Review. Healthcare (Basel) 2020; 8:healthcare8040360. [PMID: 32987752 PMCID: PMC7712567 DOI: 10.3390/healthcare8040360] [Citation(s) in RCA: 11] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/30/2020] [Revised: 09/10/2020] [Accepted: 09/21/2020] [Indexed: 12/19/2022] Open
Abstract
Previous literature has shown how associate engagement has positively impacted on productivity, job satisfaction, safety, retention, consumer sentiment, and financial performance in hospitals and healthcare systems. However, a lack of research showing the relationship between associate engagement and job satisfaction within the long-term care environment has existed. Our objective was to investigate characteristics within the long-term care environment that promote and detract from associate job satisfaction and extrapolate the best practices in maintaining job satisfaction and engagement. This systematic review queried CINAHL, PubMed (MEDLINE), and Academic Search Ultimate databases for peer-reviewed publications for facilitators and barriers commensurate with employee job satisfaction in long-term care facilities using the Preferred Reporting Items for Systematic Reviews and Meta-Analysis (PRISMA) and the Kruse Protocols. The authors identified 11 facilitators for job satisfaction and 18 barriers to job satisfaction in the 60 selected articles. The top four facilitators were Supportive Leadership, Capable and Motivated Employees, Positive Organizational Values, and Social Support Mechanisms. The top four barriers were condescending management style, high job demands, lack of self-care, and lack of training with medically complex patients. The systematic review revealed the importance of maintaining satisfied employees in the long-term care workplace through am emphasis leadership and on the facilitators identified to best serve their associates and improve care for residents.
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