The impact of the Dementia ABC educational programme on competence in person-centred dementia care and job satisfaction of care staff

Abstract Effective training is critical to providing quality care in long-term care environments, where many residents have dementia. Training has been linked to positive resident care outcomes and improved job satisfaction of staff. The aim of this study was to develop, pilot, and evaluate a Microlearning training curriculum, using short (5-10 minute) “bursts” of training available through an online platform on demand (i.e. 24/7). The expected outcomes were to improve staff knowledge, attitudes, and skills regarding person-centered dementia care and to increase job satisfaction. Researchers translated the Centers for Medicare and Medicaid Hand-in-Hand training curriculum into 52 weekly Microlearning lessons delivered via an online platform (accessible by computer, IPad or smart phone) followed by a short quiz. Using pre- and post-tests, nine focus groups, and fourteen telephone interviews, the researchers engaged with a convenience sample of staff (N = 244) working at all levels from direct care to leadership in nine nursing homes in Virginia. Pre- and post-tests comprised items from the Dementia Attitudes Scale and the Nursing Home Nurse Aide Job Satisfaction Scale. Results from a between subjects t-test demonstrated significant improvements in attitudes to people with dementia. Focus groups and interviews revealed high satisfaction with the training with a significant majority agreeing it was a helpful way to learn and that they were able to apply what they had learned to caring for residents. This pilot demonstrates a promising new practice for training long-term care staff. Further research using a control group receiving usual training is indicated.

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Association of care workers’ job satisfaction and global happiness with change of functional performance of severely disabled elderly residents in nursing homes: a cohort and questionnaire study in Japan

BMJ Open ◽

10.1136/bmjopen-2019-033937 ◽

2020 ◽

Vol 10 (10) ◽

pp. e033937

Author(s):

Shino Ikeda-Sonoda ◽

Nao Ichihara ◽

Jiro Okochi ◽

Arata Takahashi ◽

Hiroaki Miyata

Keyword(s):

Job Satisfaction ◽

Nursing Home ◽

Nursing Homes ◽

Functional Performance ◽

Nursing Home Residents ◽

Care Staff ◽

Lower Probability ◽

Disabled Elderly ◽

The Impact

ObjectivesThere is growing concern regarding quality of work life (QWL) among care staff in nursing homes. However, little is known about the impact of QWL on nursing home residents’ functional performance. Recent literature suggests that job satisfaction and happiness of healthcare workers reflect their perceived QWL and impact the quality of their care. This study examined the association between job satisfaction and global happiness with change in functional performance of severely disabled elderly residents in nursing homes.DesignA retrospective cohort study of nursing home residents combined with a questionnaire survey of their care staff.SettingEighteen nursing homes in Japan.ParticipantsData were collected from 1000 residents with a required care level of 3–5 and from 412 care staff in nursing homes between October 2017 and March 2018.Outcomes and explanatory variablesFunctional performance was structurally assessed with ICF (International Classification of Functioning, Disability and Health) staging, composed of 52 items concerning activities of daily life, cognitive function and social participation, at baseline and 6 months later. Deterioration and improvement of functional performance were dichotomously defined as such change in any of the items. QWL of care staff was evaluated with a questionnaire including questions about job satisfaction and global happiness.ResultsFunctional performance deteriorated and improved in 23.0% and 12.7% of residents, respectively. Global happiness of care staff was associated with lower probability of residents’ deterioration (adjusted OR, 0.61; CI 0.44 to 0.84). There was no significant correlation between job satisfaction or happiness of care staff and improvement of residents’ functional performance.ConclusionThese results suggest that QWL of care staff is associated with changes in functional performance of elderly people with severe disabilities in nursing homes.

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Sense of Competence in Dementia Care Staff (SCIDS) scale: development, reliability, and validity

International Psychogeriatrics ◽

10.1017/s104161021100247x ◽

2012 ◽

Vol 24 (7) ◽

pp. 1153-1162 ◽

Cited By ~ 37

Author(s):

Astrid Kristine Schepers ◽

Martin Orrell ◽

Niamh Shanahan ◽

Aimee Spector

Keyword(s):

Psychometric Properties ◽

Work Experience ◽

Large Scale ◽

Dementia Care ◽

Care Staff ◽

Retest Reliability ◽

Sense Of Competence ◽

Care Giving ◽

Test Retest Reliability ◽

The Impact

ABSTRACTBackground: Sense of competence in dementia care staff (SCIDS) may be associated with more positive attitudes to dementia among care staff and better outcomes for those being cared for. There is a need for a reliable and valid measure of sense of competence specific to dementia care staff. This study describes the development and evaluation of a measure to assess “sense of competence” in dementia care staff and reports on its psychometric properties.Methods: The systematic measure development process involved care staff and experts. For item selection and assessment of psychometric properties, a pilot study (N = 37) and a large-scale study (N = 211) with a test–retest reliability (N = 58) sub-study were undertaken.Results: The final measure consists of 17 items across four subscales with acceptable to good internal consistency and moderate to substantial test–retest reliability. As predicted, the measure was positively associated with work experience, job satisfaction, and person-centered approaches to dementia care, giving a first indication for its validity.Conclusions: The SCIDS scale provides a useful and user-friendly means of measuring sense of competence in care staff. It has been developed using a robust process and has adequate psychometric properties. Further exploration of the construct and the scale's validity is warranted. It may be useful to assess the impact of training and perceived abilities and skills in dementia care.

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Job Satisfaction and Associated Factors among Health Care Staff in Township Health Centers—— A Cross-Sectional Survey in Rural Central China

10.21203/rs.3.rs-16168/v1 ◽

2020 ◽

Author(s):

Xuyu Chen ◽

Hui Yao ◽

Li Ran ◽

Wenwen Wu ◽

Yupeng Zhang ◽

...

Keyword(s):

Job Satisfaction ◽

Health Care ◽

Brain Drain ◽

Associated Factors ◽

Educational Background ◽

Health Centers ◽

Central China ◽

Care Staff ◽

Health Care Staff ◽

The Impact

Abstract Background:Township health centers play a cornerstone role in the work of primary health care in China while it’s development is largely limited by the brain drain. Job satisfaction is closely related to brain drain, investigating the relevant factors of job satisfaction can provide strategies to reduce brain drain. The aim of this study was to explore job satisfaction and associated factors among health-care staff in township health centers in Huangpi District. Methods: This research was conducted in Huangpi, China. Convenience sampling methods and self-administereded questionnaires were used. 1370 of valid samples were collected with 97.72% effective rate. Descriptive statistics are used to describe sociodemographic information. The Pearson Chi-square statistical was used to test the binary association between job satisfaction and another categorical variable. All the sociodemographic information was applied to the binary logistic regression model using the stepwise selection method. Results: The mean age was 36.98 (SD=9.84), Factors that affect job satisfaction include educational background (χ2= 7.99, p=0.046), monthly income (χ2= 51.43, p<0.001), hire form (χ2=7.64, p=0.049), hours worked per week (χ2=33.48, p<0.01), parent have had a stable job (χ2= 10.67, p<0.01). Conclusions: Government and management should consider the impact of current policies on job satisfaction to reduce staff’s personal job dissatisfaction, Reducing staff workload, increasing salary and overtime benefits, and promoting the fairness of wage distribution are potential strategies to ameliorate low levels of job satisfaction.

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Impact of the Dementia Care in Hospitals Program on acute hospital staff satisfaction

BMC Health Services Research ◽

10.1186/s12913-019-4489-z ◽

2019 ◽

Vol 19 (1) ◽

Author(s):

Margaret E. Murray ◽

Anna Wong Shee ◽

Emma West ◽

Michelle Morvell ◽

Meredith Theobald ◽

...

Keyword(s):

Job Satisfaction ◽

Hospital Setting ◽

Dementia Care ◽

Acute Hospital ◽

Clinical Staff ◽

Hospital Environment ◽

Staff Retention ◽

Staff Satisfaction ◽

Organisational Support ◽

The Impact

Abstract Background To evaluate the impact of the Dementia Care in Hospitals Program (DCHP) on clinical and non-clinical staff job satisfaction, level of confidence and comfort in caring for patients with cognitive impairment (CI). Staff perceptions of how organisational support and hospital environment met the needs of patients with CI were also assessed. Methods The DCHP was implemented across four acute hospital sites across Australia. Clinical and non-clinical staff received training on CI screening and communication strategies for patients with CI. A staff satisfaction survey was administered pre- and post-implementation of the DCHP. Results One thousand seven hundred forty-eight staff received DCHP education and 1375 staff participated in the survey. Self-reported confidence and level of comfort in caring for patients with CI significantly improved following implementation. Staff also reported increased job satisfaction and organisational support at all hospital sites. Conclusions The DCHP implementation within an acute hospital setting was found to show an improvement in staff confidence, comfort, and job satisfaction when caring for patients with CI. This study has significant implications for the improvement of care for patients with CI as well as staff retention and job satisfaction. Further research is required to determine whether these improvements are sustained in the longer term.

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Care coordinator assistants: Job satisfaction and the importance of teamwork in delivering person-centered dementia care

Dementia ◽

10.1177/1471301218802739 ◽

2018 ◽

Vol 19 (5) ◽

pp. 1560-1572

Author(s):

Dustin Nowaskie ◽

Carly A Carvell ◽

Catherine A Alder ◽

Michael A LaMantia ◽

Sujuan Gao ◽

...

Keyword(s):

Job Satisfaction ◽

Workforce Development ◽

College Graduates ◽

Case Reports ◽

Dementia Care ◽

Lessons Learned ◽

Care Coordinator ◽

Person Centered Care ◽

Centered Care ◽

The Impact

As the prevalence of persons with dementia increases, a larger, trained, and skilled healthcare workforce is needed. Attention has been given to models of person-centered care as a standard for dementia care. One promising role to deliver person-centered care is the care coordinator assistant. An inquiry about care coordinator assistant’s job satisfaction is reasonable to consider for retention and quality improvement purposes. We evaluated care coordinator assistants' job satisfaction quantitatively and qualitatively. This study was part of a Centers for Medicare & Medicaid Services Health Care Innovation Award to the Indiana University School of Medicine. Sixteen care coordinator assistants, predominately female, African American or Caucasian, college graduates with a mean age of 43.1 years participated. Care coordinator assistants wrote quarterly case reports to share stories, lessons learned, and/or the impact of their job and completed the revised Job Satisfaction Inventory and Job in General scales during the second year of the Centers for Medicare & Medicaid Services award. For the Job Descriptive Index subscales promotion, supervision, and coworkers and Job in General, care coordinator assistants scored similar to normative means. Care coordinator assistants reported significantly higher satisfaction on the work subscale and significantly lower satisfaction on the pay subscale compared to normative data. Care coordinator assistants completed 119 quarterly case reports. Job satisfaction and teamwork were recurring themes in case reports, referenced in 47.1% and 60.5% of case reports, respectively. To address the demands of increasing dementia diagnoses, care coordinator assistants can constitute a compassionate, competent, and satisfied workforce. Training care coordinator assistants to work together in a team to address the needs of persons with dementia and caregivers provides a viable model of workforce development necessary to meet the growing demands of this population.

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Can active support improve job satisfaction?

Tizard Learning Disability Review ◽

10.1108/tldr-07-2015-0028 ◽

2016 ◽

Vol 21 (2) ◽

pp. 54-60 ◽

Cited By ~ 4

Author(s):

Jennifer A Rhodes ◽

Sandy Toogood

Keyword(s):

Job Satisfaction ◽

Intellectual Disabilities ◽

Direct Care ◽

Care Staff ◽

Direct Care Staff ◽

Content Type ◽

Repeated Measures Design ◽

Before And After ◽

People With Intellectual Disabilities ◽

The Impact

Purpose – Active support (AS) influences the way staff support people with intellectual disabilities to take part in everyday activities. Changes in work practices may affect job satisfaction. The impact of AS on job satisfaction has not, however, been widely studied. Job satisfaction is linked with levels of staff turnover and the overall quality of services provided to people with intellectual disabilities (Coomber & Barriball, 2007; Hatton et al., 2001). The purpose of this paper is to describe an evaluation of job satisfaction amongst 38 direct care staff working in intellectual disability services before and after AS was implemented. Design/methodology/approach – A single group, repeated-measures design was used. In total, 38 members of direct care staff received AS training. Data on job satisfaction were collected before, and after, AS was implemented. In total, 19 members of staff took part in a follow-up 12 weeks later. Findings – There was a significant increase in reported job satisfaction following the implementation of AS. Subscale analysis revealed that the most significant increases in job satisfaction were related to areas directly targeted by AS, including satisfaction with skill level and satisfaction with amount of time spent with service users. Originality/value – Implementing AS may provide an added benefit for direct care staff, who feel more satisfied at work. While a significant number of papers have been published focusing on the benefits of AS, no papers have specifically looked at the impact that the intervention can have on job satisfaction.

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