A Cross-sectional Study of Sustainable Employment in Nordic Eldercare

Ida Drange ◽  
Mia Vabø

This study addresses the retention challenges of Nordic eldercare by investigating how care workers’ work-time arrangements are associated with consideration to quit the job. Particular attention is paid to the mediating role of economic distress and work-life conflict. Based on a Nordic cross-sectional survey (Nordcare II), we investigate how different modes of shift work scheduling and involuntary part-time employment are directly and indirectly associated with consideration to quit the job. Parallel analyses from Denmark, Finland, Norway and Sweden reveal that work-time arrangements are indirectly associated with consideration to quit the job in all countries. Perceived work-life conflict increases with the number of different shifts included in a shift schedule. Danish care workers, who more often work fixed shifts, report the lowest level of work-life conflict. Involuntary part-time employment, which is most widespread in Norway, is directly associated with financial distress in all countries, but with work-life conflict in Norway only.

2019 ◽  
Vol 27 (7) ◽  
pp. 1546-1553 ◽  
Shaohua Hong ◽  
Ping Yu ◽  
Xueping Chen ◽  
Shiyu Qian

BMJ Open ◽  
2017 ◽  
Vol 7 (8) ◽  
pp. e017757 ◽  
Ingrid Hjulstad Johansen ◽  
Valborg Baste ◽  
Judith Rosta ◽  
Olaf G Aasland ◽  
Tone Morken

ObjectivesThe aim of this study was to investigate whether reported prevalence of experienced threats, real acts of violence and debilitating fear of violence among Norwegian doctors have increased over the last two decades.DesignRepeated cross-sectional survey.SettingAll healthcare levels and medical specialties in Norway.ParticipantsRepresentative samples of Norwegian doctors in 1993 (n=2628) and 2014 (n=1158).Main outcome measuresRelative risk (RR) of self-reported prevalence of work-time experiences of threats and real acts of violence, and of being physically or psychologically unfit during the last 12 months due to fear of violence, in 2014 compared with 1993, adjusted by age, gender and medical specialty.ResultsThere were no differences in self-reported threats (adjusted RR=1.01, 95% CI 0.95 to 1.08) or real acts (adjusted RR=0.90, 95% CI 0.80 to 1.03) of violence when comparing 2014 with 1993. The proportion of doctors who had felt unfit due to fear of violence decreased from 1993 to 2014 (adjusted RR=0.53, 95% CI 0.39 to 0.73). Although still above average, the proportion of doctors in psychiatry who reported real acts of violence decreased substantially from 1993 to 2014 (adjusted RR=0.75, 95% CI 0.60 to 0.95).ConclusionsA substantial proportion of doctors experience threats and real acts of violence during their work-time career, but there was no evidence that workplace violence has increased over the last two decades. Still, the issue needs to be addressed as part of the doctors’ education and within work settings.

2018 ◽  
Vol 4 (1) ◽  
pp. 13
Tirta Adikusuma Suparto ◽  
Asih Purwandari Wahyoe Puspita ◽  
Yanti Hermayanti ◽  
Slamet Rohaedi ◽  
Lisna Annisa Fitriani

ABSTRAK Sistem jaminan kesehatan nasional di Indonesia baru beroperasi sejak 2014 melalui Badan Penyelenggara Jaminan Sosial (BPJS) kesehatan. Dalam pelaksanaannya, pemberian pelayanan kesehatan pada pasien BPJS menggunakan sistem rujukan berjenjang, dimulai dari Fasilitas Kesehatan (FasKes) tingkat pertama, salah satunya yaitu Puskesmas. Hasil studi pendahuluan menunjukkan bahwa program BPJS kesehatan ini, teridentifikasi dapat memengaruhi pemberi pelayanan kesehatan, termasuk salah satunya dapat memengaruhi Kualitas Kehidupan Kerja Perawat/Quality of Nursing Work Life (QNWL) perawat di Puskesmas Kota Bandung. Padahal QNWL tersebut, pada akhirnya sangat memengaruhi komitmen dan kinerja perawat (Gray & Smelzer, 1990). Penelitian ini bertujuan untuk mengetahui gambaran QNWL dan mengetahui gambaran faktor demografi beserta pengaruhnya terhadap QNWL. Metode penelitian yang digunakan dalam penelitian ini adalah deskriptif kuantitatif dengan pendekatan  cross-sectional survey. Penelitian ini dilakukan pada tahun 2017 di 15 Puskesmas Kota Bandung. Data dikumpulkan dengan kuesioner, dan dianalisis menggunakan  uji beda 2 mean independen (uji t) dan uji Anova (α=5%). Hasil penelitian ini menunjukkan bahwa:  1) perawat di Puskesmas Kota Bandung memiliki nilai QNWL secara keseluruhan dan dimensi-dimensi QNWL yang berada dalam kategori baik. Namun demikian terdapat 3 komponen yang masih bermasalah, yaitu: masih banyaknya tugas non keperawatan, alat dan bahan untuk perawatan pasien yang kurang memadai, tempat perawat/tempat istirahat/loker yang kurang memadai; 2) tidak terdapat pengaruh yang signifikan faktor-faktor demografi (umur (p=0.096), jenis kelamin (p=0.776), status pernikahan (p=0.953), tingkat pendidikan (p=0.183), status kepegawaian (p=0.217), lama bekerja sebagai perawat (p=0.162))  terhadap Quality of Nursing Work Life (QNWL) perawat di Puskesmas Kota Bandung. Implikasi penelitian ini adalah perlu adanya upaya perbaikan komponen-komponen dan faktor-faktor QNWL yang masih bermasalah. Selain itu, perlu adanya upaya peningkatan status kepegawaian perawat kontrak BLUD menjadi PNS atau minimal setara dengan PNS ABSTRACT National health insurance system in Indonesia has been operated since 2014 by the Social Insurance Administration Organization (BPJS). Practically, the provision of health services used tiered referral system, from the first-level health facilities (FasKes), such as Health Center. The result of preliminary studies showed that BPJS program may affect health care providers, including one that can affect the Quality of Nursing Work Life (QNWL) nurses at the health center of Bandung. In the end, QNWL affects the commitment and performance of nurses (Gray &Smelzer, 1990). This research aimed to describe QNWL and to find out demographic factors and its influence on QNWL.  The method used in this research is quantitative descriptive cross-sectional survey. This research was conducted in 2017 in 15 health centers in Bandung. The data were collected through questionnaire and analyzed using independent sample t Test and Anova. The results of this study showed (1) Nurses at the health center of Bandung were in a good category on both overall scores of QNWL and dimensions. However, there are three components which are still problematic, namely: a huge number of non-nursing tasks, inadequate tools and materials for patients’ care, inadequate nurses’ restrooms/locker rooms; (2) There is no significant effect of demographic factors, age (p=0.096), sex (p=0.776), marital status (p=0162), level of education (p=0.183), employment status (p=0.217), length of nursing experience (p=0.162)  to the Quality of Nursing Work Life (QNWL) nurses in 15 health centers in Bandung. The implications of this research are the need to improve problematic components and factors of QNWL. Moreover, improving the employment status of contract nurses BLUD to civil servants or at least equal to PNS is also needed

Marissa De Klerk ◽  
Karina Mostert

Orientation: The focus of this study was to investigate the relationship between socio-demographic characteristics and the work–home interaction in different occupational groups in South Africa.Research purpose: The main research aim of the study was to investigate the socio-demographic predictors of negative and positive work–home interaction of South African employees.Motivation for the study: Little information is known about the prevalence of work–home interaction within groups. This study is aimed at enabling the researcher and organisations to identify those groups that are at risk of negative interference and which are prone to positive interaction, to allow for the development of appropriate strategies and intervention programmes.Research design, approach and method: A cross-sectional survey design was used in the study. A sample (N = 2040) was taken from four South African industries (i.e. the police service, the earthmoving equipment industry, mining and nursing). A socio-demographic questionnaire and the Survey Work–Home Interaction-Nijmegen (SWING) were used.Main findings: The results indicated that robust predictors included occupation, gender and language for negative work–home interference; occupation, age and language for positive work–home interference; occupation and language for negative home–work interference; and occupation, age, education and language for positive home–work interference.Practical/managerial implications: The implications of the study are that negative and positive work–home interaction is uniquely associated with socio-demographic characteristics. Work–life balance initiatives should, therefore, be carefully tailored to address the needs of each socio-demographic group.Contribution/value-add: The findings of the study suggest answers to the management of the work–home interaction among various socio-demographic groups in organisations.

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