Relationships between work outcomes, work attitudes and work environments of health support workers in Ontario long-term care and home and community care settings.
Relationships between work outcomes, work attitudes and work environments of health support workers in Ontario long-term care and home and community care settings.
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DOI：
10.1186/s12960-018-0277-9
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发表时间：
2018-03-22
影响因子：
4.5
通讯作者：
Neves P
中科院分区：
文献类型：
--
作者：
Berta W;Laporte A;Perreira T;Ginsburg L;Dass AR;Deber R;Baumann A;Cranley L;Bourgeault I;Lum J;Gamble B;Pilkington K;Haroun V;Neves P
我们的主要研究目标是进一步了解加拿大安大略省长期护理以及家庭和社区护理环境中的卫生支持工作者(HSWs)的工作心理。具体地说，我们寻求关于这些工人的工作环境、他们的工作态度和工作结果之间的关系的新见解，以便为加强老年护理的人力资源计划的发展提供信息。我们对2015年7月至8月期间安大略省从事老年护理服务的妇女的便利样本进行了调查，对收集到的数据进行了通径分析。HSWs的工作结果，包括留在意向、组织公民行为和绩效，与他们的工作态度直接显著相关，包括工作满意度、工作敬业度和情感组织承诺。这反过来又与HSWs如何感知其工作环境有关，包括他们的工作生活质量(QWL)、他们对主管支持的感知以及他们对工作场所安全的感知。HSWs的工作环境在经理的权力范围内进行修改。我们的分析表明，QWL、主管支持的感知和工作场所安全的感知是影响HSWs工作态度和工作结果的特别有希望的手段。此外，即使对工作环境的某些方面进行轻微的改变，也会通过工作态度对工作成果产生一系列积极影响。
Our overarching study objective is to further our understanding of the work psychology of Health Support Workers (HSWs) in long-term care and home and community care settings in Ontario, Canada. Specifically, we seek novel insights about the relationships among aspects of these workers’ work environments, their work attitudes, and work outcomes in the interests of informing the development of human resource programs to enhance elder care. We conducted a path analysis of data collected via a survey administered to a convenience sample of Ontario HSWs engaged in the delivery of elder care over July–August 2015. HSWs’ work outcomes, including intent to stay, organizational citizenship behaviors, and performance, are directly and significantly related to their work attitudes, including job satisfaction, work engagement, and affective organizational commitment. These in turn are related to how HSWs perceive their work environments including their quality of work life (QWL), their perceptions of supervisor support, and their perceptions of workplace safety. HSWs’ work environments are within the power of managers to modify. Our analysis suggests that QWL, perceptions of supervisor support, and perceptions of workplace safety present particularly promising means by which to influence HSWs’ work attitudes and work outcomes. Furthermore, even modest changes to some aspects of the work environment stand to precipitate a cascade of positive effects on work outcomes through work attitudes.
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影响因子：
7.6
作者：
BARON, RM;KENNY, DA
通讯作者：
KENNY, DA
影响因子：
5.5
作者：
Cicolini, Giancarlo;Comparcini, Dania;Simonetti, Valentina
通讯作者：
Simonetti, Valentina
DOI：
10.1017/s0714980814000506
发表时间：
2015-03
影响因子：
1.9
作者：
Estabrooks, Carole A.;Squires, Janet E.;Carleton, Heather L.;Cummings, Greta G.;Norton, Peter G.
通讯作者：
Norton, Peter G.
影响因子：
3.1
作者：
EFRATY, D;SIRGY, MJ
通讯作者：
SIRGY, MJ
影响因子：
7.2
作者：
Estabrooks, Carole A.;Hutchinson, Alison M.;Norton, Peter G.
通讯作者：
Norton, Peter G.