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Effectiveness of the validation method in work satisfaction and motivation of nursing home care professionals: a literature review
- Authors:
- SANCHEZ-MARTINEZ Ivan, et al
- Journal article citation:
- International Journal of Environmental Research and Public Health, 18(1), 2021, Online only
- Publisher:
- Molecular Diversity Preservation International and Multidisciplinary Digital Publishing Institute
The purpose of this study was to carry out a literature review on the effectiveness of the validation method (VM) in job satisfaction and motivation of care professionals working with older people in nursing homes. The review was carried out in specialised databases: Scopus, PsychINFO, PubMed, Web of Science (WOS), Google Scholar, Scielo, and Cochrane Database of Systematic Reviews. 9046 results were obtained, out of which a total of 14 studies met the inclusion criteria: five quantitative, four qualitative, one single case series, two quasi-experimental and two mixed methods studies. The results of the analysed studies report that the VM can be an effective tool that facilitates communication and interaction in care, reducing levels of stress and job dissatisfaction among care professionals. The VM facilitates communication between professionals and older people with dementia, and improves the management of complex situations that may arise in care, directly influencing a reduction in work stress and increasing job satisfaction. (Edited publisher abstract)
Delivering integrated care to the frail elderly: the impact on professionals’ objective burden and job satisfaction
- Authors:
- JANSE Benjamin, et al
- Journal article citation:
- International Journal of Integrated Care, 16(3), 2016, Online only
- Publisher:
- International Foundation for Integrated Care
Background: The impact of integrated working on professionals’ objective burden and job satisfaction was examined. An evidence-based intervention targeting frail elderly patients was implemented in the Walcheren region of the Netherlands in 2010. The intervention involved the primary care practice as a single entry point, and included proactive frailty screening, a comprehensive assessment of patient needs, case management, multidisciplinary teams, care plans and protocols, task delegation and task specialisation, a shared information system, a geriatric care network and integrated funding. Methods: A quasi-experimental design with a control group was used. Data regarding objective burden involved the professionals’ time investments over a 12-month period that were collected from patient medical records (n = 377) time registrations, transcripts of meetings and patient questionnaires. Data regarding job satisfaction were collected using questionnaires that were distributed to primary care and home-care professionals (n = 180) after the intervention’s implementation. Within- and between-groups comparisons and regression analyses were performed. Results: Non-patient related time was significantly higher in the experimental group than in the control group, whereas patient-related time did not differ. Job satisfaction remained unaffected by the intervention. Conclusion and Discussion: Integrated working is likely to increase objective burden as it requires professionals to perform additional activities that are largely unrelated to actual patient care. Implications for research and practice are discussed. (Publisher abstract)
Support workers in community mental health teams for older people: exploring sources of satisfaction and stress
- Authors:
- JASPER Rowan, et al
- Journal article citation:
- Journal of Long-Term Care, September 2019, pp.111-118. Online only
- Publisher:
- King's College London
- Place of publication:
- London
Context: Support workers play an essential role in multidisciplinary community mental health teams for older people (CMHTsOP) in England. However, little is known about how they perceive their role or the impact this has on their levels of stress, wellbeing and job satisfaction. Objectives: To compare CMHTsOP support workers’ perceptions of the psychosocial characteristics of their work with those of registered CMHTsOP practitioners. Methods: A postal survey of CMHTsOP staff in nine mental health trusts. Information was collected about job demands, controls and support using the Job Content Questionnaire. Additional data was collected on other psychosocial features of CMHTsOP working using job satisfaction and intention-to-quit measures and a set of bespoke statements which were supplemented by a subset from the Occupational Stress Indicator. Findings: Responses were received from 43 support workers and 166 registered practitioners. Support workers reported significantly lower job demands and better co-worker support than registered practitioners. They were also significantly more satisfied with their jobs and more likely to believe that their skills and strengths were used appropriately. The majority of both groups were positive about their team’s climate and their value and identity within it. Limitations: Although the study explored the psychosocial characteristics of work that contribute to wellbeing, it did not directly measure stress. Implications: Given the growing number of CMHTsOP support workers and their diverse roles, future research might usefully explore the specific tasks which contribute most to individual satisfaction and wellbeing. (Edited publisher abstract)
A comparison of working in small-scale and large-scale nursing homes; a systematic review of quantitative and qualitative evidence
- Authors:
- VERMEERBERGEN Lander, et al
- Journal article citation:
- International Journal of Nursing Studies, 67, 2017, pp.59-70.
- Publisher:
- Elsevier
Background and objective: Ongoing shortages of care workers, together with an ageing population, make it of utmost importance to increase the quality of working life in nursing homes. Since the 1970s, normalised and small-scale nursing homes have been increasingly introduced to provide care in a family and homelike environment, potentially providing a richer work life for care workers as well as improved living conditions for residents. ‘Normalised’ refers to the opportunities given to residents to live in a manner as close as possible to the everyday life of persons not needing care. The study purpose is to provide a synthesis and overview of empirical research comparing the quality of working life – together with related work and health outcomes – of professional care workers in normalised small-scale nursing homes as compared to conventional large-scale ones. Design: A systematic review of qualitative and quantitative studies. Data sources: A systematic literature search (April 2015) was performed using the electronic databases Pubmed, Embase, PsycInfo, CINAHL and Web of Science. References and citations were tracked to identify additional, relevant studies. Review methods: The review identified 825 studies in the selected databases. After checking the inclusion and exclusion criteria, nine studies were selected for review. Two additional studies were selected after reference and citation tracking. Three studies were excluded after requesting more information on the research setting. Results: The findings from the individual studies suggest that levels of job control and job demands (all but “time pressure”) are higher in normalised small-scale homes than in conventional large-scale nursing homes. Additionally, some studies suggested that social support and work motivation are higher, while risks of burnout and mental strain are lower, in normalised small-scale nursing homes. Other studies found no differences or even opposing findings. The studies reviewed showed that these inconclusive findings can be attributed to care workers in some normalised small-scale homes experiencing isolation and too high job demands in their work roles. Conclusion: This systematic review suggests that normalised small-scale homes are a good starting point for creating a higher quality of working life in the nursing home sector. Higher job control enables care workers to manage higher job demands in normalised small-scale homes. However, some jobs would benefit from interventions to address care workers’ perceptions of too low social support and of too high job demands. More research is needed to examine strategies to enhance these working life issues in normalised small-scale settings. (Edited publisher abstract)
To what extent is the work environment of staff related to person-centred care? a cross-sectional study of residential aged care
- Authors:
- SJOGREN Karin, et al
- Journal article citation:
- Journal of Clinical Nursing, 24(9-10), 2015, pp.1310-1319.
- Publisher:
- John Wiley and Sons
Aims and objectives: To explore the relationship between staff characteristics, perceived work environment and person-centred care in residential aged care units. Background: Person-centred care is often described as the model of choice in residential aged care and in the care of persons with dementia. Few empirical studies have reported on the relationship between how staff experience different aspects of their work and person-centred care. Design: The study had a cross-sectional quantitative design. Methods: Staff in 151 residential aged care units in Sweden (n = 1169) completed surveys which included questions about staff characteristics, valid and reliable measures of person-centred care, satisfaction with work and care, job strain, stress of conscience and psychosocial unit climate. Statistical analyses of correlations, group differences and multiple linear regression analysis estimated with generalised estimating equation were conducted. Results: Higher levels of staff satisfaction, lower levels of job strain, lower levels of stress of conscience, higher levels of a supportive psychosocial unit climate and a higher proportion of staff with continuing education in dementia care were associated with higher levels of person-centred care. Job strain and a supportive psychosocial climate, explained most of the variation in person-centred care. Conclusions: This study shows that the work environment as perceived by staff is associated with the extent to which staff perceive the care as being person-centred in residential aged care. These empirical findings support the theoretical postulation that the work environment is an important aspect of person-centred care. Relevance to clinical practice: Promoting a positive and supportive psychosocial climate and a work environment where staff experience balance between demands and control in their work, to enable person-centred care practice, seems to be important implications for managers and leaders in residential aged care. (Publisher abstract)
Intentions to quit work among care staff working in the aged care sector
- Authors:
- KARANTZAS Gery C., et al
- Journal article citation:
- Gerontologist, 52(4), August 2012, pp.506-516.
- Publisher:
- Oxford University Press
The stability of staff in facilities providing care for the elderly is generally poor and this high turnover has implications for the quality of care provided and the financial costs to care agencies. The authors applied a model of intention to quit to identify the contextual and personal factors that shape aged care staff’s intention to quit. A sample of 208 aged care staff, including nurses, personal care assistants, allied health professionals, and managers recruited from across care services in Melbourne completed a self-report questionnaire. The data gathered assessed intention to quit, organisational commitment, job satisfaction, self-esteem, stressors, stress, and supervisor support. The findings largely supported the model. Specifically, job commitment, job satisfaction, and work stressors directly influenced intentions to quit, although work stressors and supervisor support demonstrated numerous indirect associations on quitting intentions. The findings suggest that aged care service providers can modify aged care workers’ intentions to quit by reducing job stressors and increasing supervisor support.
HRM effectiveness in older people's and nursing homes: the search for best (quality) practices
- Authors:
- DE PRINS Peggy, HENDERICKX Erik
- Journal article citation:
- Nonprofit and Voluntary Sector Quarterly, 36(4), December 2007, pp.549-571.
- Publisher:
- Sage
This article presents an empirical evaluation of the human resources management (HRM) effectiveness in relation to quality of labour and quality of care in older people's and nursing homes. The authors suggest that innovative policies, in terms of HRM and work design, increase the likelihood of lower stress rates and higher scores on quality of care. The data supply little empirical evidence for this hypothesis, which means that innovative policy practices have very little effect on the realities of stress, burnout, and individually tailored care. A question that arises from this is whether the search for best practices is then equal to a measure for nothing. This is not the authors' opinion. The reference framework for research must be turned round. This can be achieved by no longer starting from the normative (practice) theory but starting instead with excellent practice, which can teach researchers important content and policy lessons.
Stress and coping with challenging behaviour in residential settings for older people
- Authors:
- SILVER Miriam, MONIZ-COOK Esme, WANG Michael
- Journal article citation:
- Mental Health Care, 2(4), December 1998, pp.128-131.
- Publisher:
- Pavilion
Ever greater numbers of elderly people with dementia and consequent challenging behaviour are now being cared for in independent nursing homes, but staff may have little training in this kind of work. The authors report the findings of a survey which suggest that stress and burnout will be significantly reduced and quality of care improved if all those working with the older people have an understanding of dementia and are trained in appropriate behaviour management techniques.
Ethical discussion groups as an intervention to improve the climate in interprofessional work with the elderly and disabled
- Authors:
- FORSGARDE Marianne, WESTMAN Berith, NYGREN Lennart
- Journal article citation:
- Journal of Interprofessional Care, 14(4), November 2000, pp.351-361.
- Publisher:
- Taylor and Francis
Due to social policy reforms in Sweden, professionals with a social and a medical education work together. Reported conflicts within municipal elderly and disabled care, related to professional training, sometimes result in a deteriorated work climate. As an attempt to improve the work climate in interprofessional groups, an intervention study was set up in four 'experimental dwellings' where staff participated in systematic ethical group discussions. Work climate was studied before and after the intervention using a questionnaire measuring sense of coherence, job satisfaction, and burnout among the staff. The small observed changes after intervention indicate that the intervention did not lead to the expected improvement of work climate, but might also result from the chosen scales inability to measure complex social processes. The importance of interprofessional discussions about everyday skills and values is stressed.
Residential care for older people: job satisfaction and psychological health in care staff
- Authors:
- MONIZ-COOK Esme, MILLINGTON Dawn, SILVER Miriam
- Journal article citation:
- Health and Social Care in the Community, 5(2), March 1997, pp.124-133.
- Publisher:
- Wiley
Staff in local authority residential homes for older people care for dependent and demanding residents. Recent research has linked resident aggression to psychological disturbance in these staff. This article examines psychological well-being, perceptions of the work environment and job satisfaction in 48 members of staff from two local authority homes. Results indicate that these staff experience equivalent stress to professional nurses in an NHS setting. Moderate levels of emotional exhaustion are associated with poor clarity about the job they are now required to perform. There is also a poor sense of personal accomplishment. Differences in the needs of staff, and the implications for staff development programmes within individual homes are discussed. Argues that carefully targeted staff development programmes have the potential for reducing burnout and days lost through illness.