Caregiving in a Patient’s Place of Residence
Caregiving in a Patient’s Place of Residence
复制标题
在患者居住地提供护理
作者：
Janette S Dill;J. Cagle
目的：居家护理和临终关怀工作者的高流动率和人员短缺可能会影响居家护理的质量和可用性。这项研究探讨了家庭护理和临终关怀机构直接护理人员的离职率。方法：使用北卡罗来纳州93家家庭护理机构和29家临终关怀机构的组织数据运行OLS(普通最小二乘)回归模型。结果：居家护理机构的总离职率高于临终关怀机构，但利润状况可能是一个重要的协变量。较高的失业率与较低的自愿流动率相关。不提供医疗福利的机构经历了更高的非自愿人员流失率。结论：临终关怀机构和家庭健康机构之间的离职率差异表明，临终关怀的组织特征有助于降低离职率。然而，所提出的多变量模型并不能完全解释离职率的变化。未来的研究应该探索在这些环境下影响自愿和非自愿离职的个人和结构层面的变量。
Objectives: High turnover and staff shortages among home care and hospice workers may compromise the quality and availability of in-home care. This study explores turnover rates of direct care workers for home care and hospice agencies. Methods: OLS (ordinary least square) regression models are run using organizational data from 93 home care agencies and 29 hospice agencies in North Carolina. Results: Home care agencies have higher total turnover rates than hospice agencies, but profit status may be an important covariate. Higher unemployment rates are associated with lower voluntary turnover. Agencies that do not offer health benefits experience higher involuntary turnover. Conclusion: Differences in turnover between hospice and home health agencies suggest that organizational characteristics of hospice care contribute to lower turnover rates. However, the variation in turnover rates is not fully explained by the proposed multivariate models. Future research should explore individual and structural-level variables that affect voluntary and involuntary turnover in these settings.