Organisationale und personale Determinanten des Erhalts von Arbeitsfähigkeit und Gesundheit älterer Pflegekräfte (ODEM)

个人的就业能力和工作动机受到各种因素的影响，如资格、家庭责任、工作任务的性质和工作环境，以及针对这些因素的组织和国家规章。我们的项目探讨了如何在老年护理这一人口统计学问题领域保护和促进年轻和年长员工的健康和工作能力。基于一个复杂的多维模型，我们测量了几个组织，特定任务和个人的决定因素，应该影响健康和工作能力，使用现场调查和实验室评估相结合，在三个时间点（ODEM I）。数据来源于250名年轻人和250名老年护理人员，他们来自25个住院和25个门诊组织单位的80个团队。该项目的继续有两个次级目标。它的第一个目标是在两年内实现三个额外的措施，约600名护士来自60个这些团队。因此，在这个年龄均衡的样本中，大部分（约250名老年科护士）将在三年内连续六个测量点。基于这些数据，可能会有一些新的见解。在整个观察期内，可以确定年轻和老年照顾者的工作能力和健康状况的差异以及这些变量发展的决定因素。该项目还允许就预期差异背后的潜在因果过程得出结论。拟议项目的第二个目标是，根据迄今得出的结论，对一项创新的培训干预措施进行评价。我们将在一个等待控制组随访设计中使用另外三个新的测量点，分析近端（知识变化，管理行为的变化）和相关的主观和客观结果变量（工作组织的变化，自我感知的工作能力，健康指标）。这一培训的特点是，它审查了组织一级和个人（行为）干预相结合的效果，并且在参与者和培训内容方面都以年龄区分的方式设计。

The employability and work motivation of the individual is influenced by a variety of factors such as qualifications, family responsibilities, the nature of the working tasks and working environment, as well as organizational and national regulations directed to these factors. Our project examines the question of how the health and work ability of younger and older employees can be preserved and promoted in the demographically problematic area of geriatric nursing. Based on a complex multi-dimensional model we have measured several organizational, task-specific and personal determinants that should affect health and work ability using a combination of field surveys and laboratory assess-ments at three time points (ODEM I). Data stems from 250 younger and 250 older caregivers working in 80 teams coming from 25 inpatient and 25 outpatient organizational units. The continuation of the project has two sub-goals. It is firstly aimed to realize three additional measurements in two years with about 600 nurses who come from 60 of these teams. As a result, for a large proportion of this age- balanced sample (about 250 geriatric nurses) six consecutive measurement points will be available within three years. Based on this data, some new insights are possible. Differences in the work ability and health of younger and older caregivers as well as the determinants of the development of these variables can be identified over the entire observation period. The project further allows drawing conclusions regarding potential causal processes underlying the expected differences. A second objective of the proposed project is the evaluation of an innovative training intervention that is based on the so far derived findings. We will use the additional three new measurement points within a wait-control-group-followup-design analyzing proximal (knowledge change, changes in management behavior) and related subjective and objective outcome variables (changes in work organization, self-perceived work ability, health indicators). Special features of this training are that it examines the effect of combinations of organizational-level and personal (behavioral) interventions and that it is designed in an age-differentiated way both with respect to participants and training contents.