Understanding the nature and impact of occupational stress on Australian rural aged care workers

2021 ◽  
Author(s):  
Monica T. Jones ◽  
Rachael A. Heckenberg ◽  
Bradley J. Wright ◽  
Suzanne Hodgkin
Keyword(s):  
Occupational Stress ◽  
Aged Care ◽  
Care Workers

scholarly journals OCCUPATIONAL STRESS AND HEALTH AMONG HOME HEALTH CARE WORKERS

2017 ◽  
Vol 1 (suppl_1) ◽  
pp. 1146-1146
Author(s):  
J.M. Zoeckler
Keyword(s):  
Health Care ◽  
Occupational Stress ◽  
Home Health Care ◽  
Health Care Workers ◽  
Home Health ◽  
Care Workers ◽  
Stress And Health

scholarly journals Turnover Intention Among Direct Care Workers of Older Adults in Chinese Hospitals and Nursing Homes

2020 ◽  
Vol 4 (Supplement_1) ◽  
pp. 86-86
Author(s):  
Zhenzhen Zhang ◽  
Shuangshuang Wang ◽  
Nengliang (Aaron) Yao ◽  
Zhang Zhenzhen
Keyword(s):  
Job Satisfaction ◽  
Nursing Homes ◽  
Turnover Intention ◽  
Aged Care ◽  
Identity Transformation ◽  
Direct Care ◽  
Retention Rates ◽  
Direct Care Workers ◽  
Care Workers ◽  
The Government

Abstract High retention rates among direct care workers (DCWs) affect the quality of aged care. However, limited research has explored factors associated with retention in the Chinese aged care industry. This study compared turnover intention and job satisfaction among DCWs in Chinese hospitals and nursing homes. A total 370 DCWs from 7 hospitals (297 contractual, 73 non-contractual) and 311 DCWs from 7 nursing homes (27 contractual, 284 non-contractual) located in Fujian, China were recruited to fill out a questionnaire. Overall, DCWs from hospitals reported lower turnover intention (20.5 % vs 37.0%) and higher levels of job satisfaction (31.1% vs 16.4%) than DCWs from nursing homes. Specifically, contractual DCWs from hospitals indicated lower turnover intention (14.8%) than non-contractual DCWs from hospitals (43.8%) and both types of DCWs from nursing homes (36.3% and 44.4%). Higher job satisfaction was associated with lower turnover intention, but did not mediate the association between DCW types and turnover intention. Findings suggested that the government and institutions should help DCWs complete the identity transformation from non-contractual DCWs to contractual DCWs to enhance job security and benefits. For nursing home DCWs, licensing and registration requirements shall meet the standards for hospital DCWs. Attention is also to be paid to working conditions and staff welfare of DCWs, including social insurance, pensions, and trainings, to improve job satisfaction and reduce turnover intention.

A younger onset dementia toolkit: Innovative practice

Dementia ◽  
2018 ◽  
Vol 19 (4) ◽  
pp. 1299-1307
Author(s):  
Caroline Vafeas ◽  
Elisabeth Jacob ◽  
Alycia Jacob
Keyword(s):  
Expert Panel ◽  
Aged Care ◽  
Dementia Care ◽  
Care Providers ◽  
Community Environment ◽  
Innovative Practice ◽  
Care Workers ◽  
The Family ◽  
Specific Care ◽  
The Individual

A diagnosis of younger onset dementia requires specific care tailored to the individual and the family. Dementia care workers often do not have the skills and experience necessary to offer this care within the residential and community environment. This article reports the development of an interactive resource to educate those employed to care for people living with younger onset dementia. Prescription for Life, a talking e-Flipbook was developed and piloted in two states of Australia. Feedback from the pilots was incorporated in the resource prior to a national rollout. The project was supported by an expert panel, including experts from national aged care providers.

Compassion and person‐centred care: Survey development for aged care workers

2021 ◽  
Author(s):  
Susan Gordon ◽  
Rebecca Burns ◽  
Stephanie Champion ◽  
Liana Niutta ◽  
Paul Bennett
Keyword(s):  
Aged Care ◽  
Survey Development ◽  
Care Workers ◽  
Care Survey

Investigating the Impacts of Acculturation Stress on Migrant Care Workers in Australian Residential Aged Care Facilities

2020 ◽  
pp. 104365962094781
Author(s):  
Bola Adebayo ◽  
Pam Nichols ◽  
Matthew A. Albrecht ◽  
Bianca Brijnath ◽  
Karen Heslop
Keyword(s):  
Well Being ◽  
Aged Care ◽  
Residential Aged Care ◽  
Acculturation Stress ◽  
Depression Anxiety Stress Scale ◽  
Cross Sectional ◽  
Occupational Roles ◽  
Care Workers ◽  
Aged Care Facilities ◽  
Residential Aged Care Facilities

Introduction: Migrant care workers are a growing portion of the aged care workforce in high-income countries. This study investigated the impacts of acculturation stress on the well-being of migrant care workers. Method: A cross-sectional national survey was conducted among migrant care workers ( n = 272) across five Australian states and one territory using the Riverside Acculturation Stress Inventory (RASI) and Depression Anxiety Stress Scale (DASS 21). Results: Acculturation stress was high ( M = 38.4; SD = 14.1; 38.9% scored ≥40 out of 75), but respondents scored in the normal to mild ranges (85% to 93%) on the DASS 21 scale. Enrolled and registered nurses had the highest acculturation stress levels when compared with other occupational roles. Ethnicity, F(4, 254) = 11.0, p < .001; occupational roles, F(3, 254) = 3.0, p = .03; and self-reported English proficiency, F(1, 254) = 4.17, p = .04, were statistically significant. Conclusions: Addressing acculturation stress may improve job satisfaction and retention among migrant care workers.

scholarly journals “We need a one-stop-shop”: co-creating the model of care for a multidisciplinary memory clinic with community members, GPs, aged care workers, service providers, and policy-makers

2020 ◽  
Vol 20 (1) ◽  
Author(s):  
Genevieve Z. Steiner ◽  
Carolyn Ee ◽  
Shamieka Dubois ◽  
Freya MacMillan ◽  
Emma S. George ◽  
...  
Keyword(s):  
Service Providers ◽  
Aged Care ◽  
Memory Clinic ◽  
Model Of Care ◽  
Community Members ◽  
Policy Makers ◽  
Care Workers ◽  
One Stop

Mindful self-compassion for chaplains and aged care workers

2016 ◽  
Vol 28 (3) ◽  
pp. 255-263 ◽  
Author(s):  
Bruce A. Stevens
Keyword(s):  
Aged Care ◽  
Self Compassion ◽  
Care Workers

Scheduling longer working lives for older aged care workers: A time and income capability approach

2020 ◽  
Vol 29 (4) ◽  
pp. 945-965
Author(s):  
Aaron Hart ◽  
Dina Bowman ◽  
Shelley Mallett
Keyword(s):  
Later Life ◽  
Aged Care ◽  
Capabilities Approach ◽  
Income Poverty ◽  
Ageing Population ◽  
Time Poverty ◽  
Employment Conditions ◽  
Working Lives ◽  
Care Workers ◽  
The Cost

Like many other countries, Australian government policy focuses on extending working life as a response to concern about the cost of an ageing population. In this article, we focus on older aged care workers and highlight how poor employment conditions hinder their capacity to work in later life. Many of these workers are at risk of time and income poverty, since they are on low wage, part-time, low-hour contracts and need to pick up extra shifts to earn a living wage. The interactions between time poverty and income poverty have been developed within a body of literature that analyses the quantities of time individuals and households allocate to paid employment, household, family and caring responsibilities, sleep and self-care. Burchardt’s notion of ‘time and income capability’ brings insights from this corpus into dialogue with the capabilities approach, a political philosophy that equates wellbeing with the breadth of realistic opportunities for people to do things that they have reason to value. This study uses Burchardt’s construct to analyse qualitative data from interviews with 20 older personal care workers. While all the workers we spoke with engaged in self-sustaining practices, there were varying levels of opportunity to pursue them. Workers with less time and income capability found it more difficult to sustain themselves and their households. Some employer practices diminished workers’ time and income capability: unrealistic workloads necessitating unpaid hours; providing little opportunity for input into rostering; and late-notice roster changes. When time and income capability was too low, workers’ informal care duties, social connections and health were compromised. In the Australian aged care sector, several changes can enable longer working lives: sufficient paid hours to perform the role, wage loading for hours in addition to those contracted, written notice for roster changes, and increased wages.

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