scholarly journals Organizational Commitment Among Residential Senior Care Workers

2020 ◽  
Vol 4 (Supplement_1) ◽  
pp. 21-21
Author(s):  
Tina Kilaberia
Keyword(s):  
Assisted Living ◽  
Aging Population ◽  
Care Organization ◽  
Certified Nursing Assistants ◽  
Term Care ◽  
Care Workers ◽  
Health And Social Care ◽  
Organizational Ethnography

Abstract Despite growing evidence of the increase in the aging population nationally, there continues to be a shortage of health and social care professionals who work with older adults. Some studies examine this phenomenon by looking at motivations that underlie commitment to geriatric careers. Others study commitment among those who are already geriatric professionals. Both the volume and diversity of the aging population challenge organizations to provide care. Drawing on 44 interviews, observations of 62 meetings, and a 5-year immersion, this organizational ethnography looks at commitment factors at a large, urban, faith-based residential senior care organization. Commitment factors are examined on three levels: daily tensions and rewards; value tensions and rewards; and deal breakers and clinchers. Findings show that intrinsic identity-based factors such as affective bonds with older persons and sharing in faith values sustain commitment on the person level. Interprofessional tensions may detract from commitment. Implications pertain to the role of leadership in equity-related and ethical tensions as well as the improved uptake of allied health professional expertises such as social work and chaplaincy. This study extends the extant knowledge by incorporating perspectives of social workers, chaplains, rehabilitation, recreational, diet and environmental services workers in addition to the more commonly examined groups such as nurses and certified nursing assistants, and in a setting that includes Assisted Living in addition to long-term care.

scholarly journals 519 - PET@home: Research protocol for a toolkit to improve care for non-residential long term care clients owning pets

2021 ◽  
Vol 33 (S1) ◽  
pp. 68-68
Author(s):  
Ruslan Leontjevas ◽  
Marie-José Enders-Slegers ◽  
Peter Reniers ◽  
Ine Declerq ◽  
Debby Gerritsen ◽  
...  
Keyword(s):  
Quality Of Life ◽  
Long Term Care ◽  
Support Network ◽  
Social Support Network ◽  
Term Care ◽  
Care Workers ◽  
Residential Long Term Care

BackgroundOver half of the households in The Netherlands have one or more pets. In elderly people, owning a pet is associated with a better quality of life and less loneliness, anxiety, depression and agitation. Many non-residential long term care (LTC) clients rely on support of others to take care of their pets. However, that may place a significant burden on the social support network of the LTC client. Issues relevant to keeping pets are not explicitly incorporated in the Dutch Long-term Care Act. Many LTC organizations have no instruments for care workers, clients and their family (1) to consolidate the positive role of pets for clients’ quality of life and (2) to address whether it is possible to keep the pets and to organize care accordingly.Research ObjectivesTo help care workers, clients and their family to gain insight into the role of the pets in the clients’ life and their social support network; to develop practical instruments that help making decisions about owning and caring for pets.MethodPLAN: In months 0-16, a narrative systematic review will be conducted (STUDY 1.1) on the meaning of pets for elderly people in general. A qualitative STUDY 1.2 with LTC clients, their informal carers and care professionals will validate and further explore the topic. STUDY 1.3 and 1.4 develop and (cognitively) validate work cards for interviews of clients and relatives by care providers. In months 17-29, an Experience based co-design method (STUDIES 2.1-2.3) will be used to develop the PET@home toolkit. The method includes (1) discovery interviews (10 clients and their family), (2) focus groups with healthcare providers (N = 2x6); (3) focus groups with 6-8 clients and informal and professional carers. In STUDY 3.1, potential users will pre-test the Toolkit. In months 30-34, a process evaluation (STUDY 3.2) is performed in 10-15 clients. A dissemination and an implementation plan will be developed.ConclusionsThe project will result in an innovative PET@home toolkit that will help to assess the pets role in the clients’ quality of life and support network, and will help making decisions about owning and caring for pets.

Private Labor Market Intermediaries in the Europeanized Live-in Care Market between Germany and Poland: A Typology

2019 ◽  
Vol 65 (3) ◽  
pp. 365-392
Author(s):  
Simone Leiber ◽  
Kamil Matuszczyk ◽  
Verena Rossow
Keyword(s):  
Long Term Care ◽  
Eu Enlargement ◽  
Structural Features ◽  
Governance System ◽  
Care Needs ◽  
Term Care ◽  
Eu Member States ◽  
Care Workers

AbstractThis article looks at the role of private companies involved in organizing so-called live-in care arrangements between two EU member states, Germany and Poland. Due to gaps in the public long-term care system, employing livein migrant care workers in private households has become a widespread individualized solution to rising long-term care needs in Germany. Since eastern EU enlargement, private brokerage agencies placing Polish live-in migrant care workers in German households have grown considerably. Building on approaches conceptualizing the role of intermediaries in formalizing domestic work, we aim to provide a more fine-grained typology of private brokerage agencies, taking into account not only the legal environment and structural features of these private enterprises, but also their strategic positioning under conditions of high legal uncertainty in the EU multi-level governance system. By analyzing corporate as well as political strategies of these intermediaries, we distinguish three different agency types we call pioneers, minimum effort players and followers.

Organizational Factors Associated With Retention of Direct Care Workers: A Comparison of Nursing Homes and Assisted Living Facilities

2020 ◽  
Author(s):  
Katherine A Kennedy ◽  
Robert Applebaum ◽  
John R Bowblis ◽  
Jane K Straker
Keyword(s):  
Nursing Homes ◽  
Assisted Living ◽  
Long Term Care ◽  
Direct Care ◽  
Retention Rates ◽  
Direct Care Workers ◽  
Retention Strategies ◽  
Term Care ◽  
Care Workers

Abstract Background and Objectives Low retention of direct care workers (DCWs), either certified nursing assistants in nursing homes (NHs) or personal care assistants in assisted living (AL), continues to be an unresolved problem. While numerous studies have examined predictors of DCW retention in NHs, little attention has been paid to differences between settings of long-term care. This study compares the predictors of DCW retention rates across both settings. Research Design and Methods The 2017 Ohio Biennial Survey of Long-Term Care Facilities provides facility-level information from NHs and ALs (NHs = 739; ALs = 465). We compare the factors that predict retention rates of DCWs utilizing regression analysis. The factors are structural, financial, resident conditions, staffing, and management characteristics, as well as retention strategies. Results Average DCW retention rates were 66% and 61% in ALs and NHs, respectively. Not-for-profit status was significantly associated with higher retention rates across settings. While the percent of residents with dementia and less administrator turnover were associated with significantly higher DCW retention in NHs, these were not significant for ALs. However, in the AL context, a higher county unemployment rate and DCWs’ participation in resident care planning meetings were positively related to DCW retention after controlling for all other covariates, while DCW cross-training was negatively associated. Discussion and Implications Retention strategies for DCWs may need to differ by setting, as a result of differing working environments, resources, and regulations.

scholarly journals Alcohol in long-term care homes: A qualitative investigation with residents, relatives, care workers and managers

2021 ◽  
pp. 145507252110181
Author(s):  
Jakob Emiliussen ◽  
Søren Engelsen ◽  
Regina Christiansen ◽  
Anette Søgaard Nielsen ◽  
Søren Harnow Klausen
Keyword(s):  
Alcohol Use ◽  
Interpretative Phenomenological Analysis ◽  
Care Home ◽  
Care Homes ◽  
Structured Interviews ◽  
Term Care ◽  
Care Workers ◽  
Symbolic Value

Introduction: Western societies are aging rapidly, and habitual use of alcohol is changing among older adults. Hence, care facilities are facing novel challenges regarding alcohol use. This pioneering qualitative study seeks to investigate the role of alcohol in care homes, as seen from the perspectives of residents, care workers, relatives, and institution management simultaneously. Method: Five residents, four care workers, three relatives, and two care home managers participated in semi-structured interviews lasting 60 minutes maximum. An interpretative phenomenological analysis framework were utilised for the analysis. Results: It seems that there is a positive attitude towards the use of alcohol in care homes across the four groups of participants. They find that the use of alcohol is presently low among the residents. Importantly there appears to be an important symbolic value in the rituals surrounding alcohol which is upheld by all four groups. Conclusion: While experiences between the four groups seem to converge regarding the use of alcohol, there are still some important differences. Importantly, we suggest that these unique views be utilised in developing methods for handling alcohol use in care homes in the future.

scholarly journals Organizational Factors Associated With Retention of Certified Nursing Assistants and Direct Care Workers

2020 ◽  
Vol 4 (Supplement_1) ◽  
pp. 384-385
Author(s):  
Katherine Kennedy ◽  
Robert Applebaum ◽  
John Bowblis ◽  
Jane Straker
Keyword(s):  
Long Term Care ◽  
Response Rate ◽  
Nursing Assistants ◽  
Direct Care ◽  
Retention Rates ◽  
Direct Care Workers ◽  
Certified Nursing Assistants ◽  
Term Care ◽  
Care Workers

Abstract Low retention of certified nursing assistants (CNAs) and direct care workers (DCWs) continues to be an unresolved problem for nursing homes (NH) and assisted living (AL) settings. While numerous studies have examined predictors of CNA retention in NHs, little attention has been paid to differences between settings of long-term care. To inform practice and policy related to growth in the AL industry, this study compares the predictors of CNA and DCW retention rates. The 2017 Ohio Biennial Survey of Long-Term Care Facilities provides facility-level information from 968 NHs (91% response rate) and 708 ALs (88% response rate). Using regression analysis, we compare the factors that predict retention rates among providers with complete data on retention and controls. The same covariates relating to structural and financial characteristics, as well as staffing, management, and a number of retention best practices are used. Average DCW and CNA retention rates were 66% and 61% in ALs and NHs, respectively, with some settings reporting very low (and even 0%) retention over a year. AL and NH providers rated the problem’s severity highest (6 out of 10) compared to retaining other licensed nurses. Similar and different predictors were found across financial, environmental, and managerial practices supporting retention. CNA and DCW retention strategies may not be equivalently meaningful between settings, given differing working environments, resources, and regulations. Aging services managers should be attuned to practices supporting retention in their industry.

Negotiating Social Diversity in Residential Care for Older Persons

2021 ◽  
pp. 089124162199163
Author(s):  
Tina R. Kilaberia
Keyword(s):  
Residential Care ◽  
Older Persons ◽  
Organizational Health ◽  
Care Organization ◽  
Social Diversity ◽  
Suboptimal Care ◽  
Care Workers ◽  
Health And Social Care ◽  
Organizational Ethnography ◽  
The Impact

Studies have long noted challenges of diversity in the workplace. Growing evidence suggests that both the aging population and the workforce needed for health and social care will be more diverse than in previous decades. The confluence of older person and care worker diversity can result in suboptimal care. Drawing on 44 interviews, observations of 62 meetings, and a five-year immersion, this organizational ethnography examines the impact of social diversity at a large, urban, multi-level, residential care organization for older persons. The impact of diversity is delineated on three levels such as among care workers, between care workers and residents, and in terms of personal and organizational responsibility for diversity work. Strengths of diversity are mainly with regard to connectivity between care workers and residents. Diversity challenges include implications for care processes, care workers’ identities, and organizational health.

Home Health Care

2016 ◽  
Author(s):  
Goldie Kadushin
Keyword(s):  
Health Care ◽  
Social Work ◽  
Home Health Care ◽  
Assisted Living ◽  
Group Home ◽  
Home Health ◽  
Term Care ◽  
Work Assessment

Home health care is professional medical and non-medical care delivered in the home (home refers to a private residence, an assisted living facility, or a group home) to assist ill, injured, or disabled seniors or adults remain safely at home for as long as possible. As the population ages, and the numbers of Baby Boomers age 85 and older increases, it is likely that there will be a growing need for long-term care, including home health care. In this article, the role of social work in home health care is reviewed as it is impacted by sources of payment and demographic characteristics of home care users. Social work assessment and intervention in home health care is also discussed with a focus on effective referral practices.

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