Nursing Home Employees:Community Ecology and Retention

疗养院员工：社区生态与保留

• 批准号: 6439795
• 负责人: Karen A Roberto
• 金额: $ 7.3万
• 依托单位: VIRGINIA POLYTECHNIC INST AND ST UNIV
• 依托单位国家: 美国
• 财政年份: 2001
• 资助国家: 美国
• 起止时间: 2001-09-30 至 2003-03-31
• 项目状态: 已结题
• 来源: https://reporter.nih.gov/project-details/6439795
• 关键词: adult human (21+); behavioral /social science research tag; clinical research; employment /unemployment; family structure /dynamics; geriatric nursing; health care personnel; human ecology; human subject; interpersonal relations; interview; job satisfaction; model design /development; motivation; nursing care quality; nursing homes; patient care personnel attitude; psychological models; questionnaires; social behavior; social model; statistics /biometry

Studies of retention among nursing home employees report varying rates, however, the story is consistent: turnover, particularly among nursing services, is high. Turnover negatively effects continuity and quality of care and is costly for a service industry already facing economic challenges To date, authors of numerous commentaries and descriptive studies have focused their attention on factors related to staff turnover. What has yet to emerge from this literature is a rigorous and valid process to determine the reasons motivating such attrition to guide the development and implementation of successful facility-based intervention strategies. The overall goal of this pilot study is to determine the feasibility of using an ecological-community capacity model, an approach that accounts for individual, family, and community influences on retention in the long term care workplace, to identify key relationships among and between multiple variables that influence retention of nursing home employees. The sample for this pilot study will be the approximately 125 employees of one longterm care facility. Multiple methods will be used to collect data in support of the proposed assessment model including structured, self-report questionnaires to the nursing, dietary, and housekeeping staff, semi-structured interviews with key administrators, and a review of written personnel documents. Primary research questions guiding the study are: (1) What individual, family, and community variables are most descriptive of nursing home employees? (2) What are the relationships between individual, family, and community factors and retention-related outcomes (such as job satisfaction and retention intentions)? (3) What relationships exist between individual, family, and community factors and retention itself (direct effects), aside from their relationships with the retention-related outcomes (indirect effects)? (4) What is the relationship between retention-related outcomes and actual retention? Using the information and insights garnered from this pilot study, our long-term goal is to use the assessment model in the development of intervention strategies for building community capacity within the nursing home environment.

对养老院员工保留率的研究报告了不同的比率，然而，故事是一致的：营业额，特别是在护理服务中，很高。人员流动对护理的连续性和质量产生负面影响，对于已经面临经济挑战的服务行业来说，成本高昂。迄今为止，许多评论和描述性研究的作者都将注意力集中在与工作人员流动有关的因素上。什么还没有出现从这个文献是一个严格的和有效的过程，以确定动机的原因，这种摩擦，以指导成功的设施为基础的干预策略的发展和实施。这项试点研究的总体目标是确定使用生态社区能力模型的可行性，这种方法，占个人，家庭和社区的影响保留在长期护理工作场所，以确定关键的关系和多个变量之间的影响保留的养老院员工。该试点研究的样本将是一家长期护理机构的约125名员工。将使用多种方法收集数据，以支持拟议的评估模型，包括结构化的，自我报告的问卷调查，护理，饮食和家政人员，半结构化的采访，与主要管理人员，并审查书面人事文件。主要研究问题指导研究：（1）什么个人，家庭和社区变量是最具描述性的养老院员工？(2)个人、家庭和社区因素与保留相关结果（如工作满意度和保留意图）之间的关系是什么？(3)除了与保留相关的结果（间接影响）的关系外，个人、家庭和社区因素与保留本身（直接影响）之间存在什么关系？(4)与保留相关的结果与实际保留之间的关系是什么？利用从这项试点研究中获得的信息和见解，我们的长期目标是使用评估模型，在制定干预策略，在养老院环境中建立社区能力。