scholarly journals Pathways of nurses in Long-term care hospitals: Seeking work-life balance

2020 ◽  
Author(s):  
Samsook Kim ◽  
Ga Eon Lee ◽  
Barbara Bowers ◽  
Yeonjae Jo
Keyword(s):  
Registered Nurses ◽  
Professional Growth ◽  
Long Term Care ◽  
Work Life ◽  
Work Life Balance ◽  
Theory Approach ◽  
Term Care ◽  
Life Balance ◽  
Theoretical Sampling

Abstract Background This study explores the pathways of nurses in LTCHs and its underlying conditions in Korea. Nursing shortage in long-term care setting has been a worldwide concern. Although the factors of staying or leaving of nurses in long term care hospitals (LTCHs) have been reported, few studies have examined the trajectory and conditions of nurses staying in and leaving LTCHs. Methods A qualitative study design with a grounded theory approach was conducted. Data were collected in one to one interviews. Purposive and theoretical sampling led to the inclusion of 17 registered nurses with diverse characteristics from 14 LTCHs in a metropolitan city in South Korea. Individual, in-depth interviews were conducted. Data collection and analysis coincided. Data were analyzed using open and focused coding, constant comparison, theoretical sampling and memoing, and this enabled the construction of a substantive theory. Results Seeking work-life balance was the core category of nurses’ pathway. Consequences of nurses’ pathway were categorized into three groups: thriving, surviving, and leaving. Thriving nurses in LTCHs found meaning in their work, fostered good relationships, and saw opportunities for growth. Surviving nurses in LTCHs were enduring their jobs in LTCHs, having a work-life balance, and supportive nursing leader. Leaving group nurses wished to leave LTCHs due to lack of professional growth, unappealing work, continuing conflict, and social stigma. However, compensation, work system, and interpersonal relationships were the common moving conditions for all three groups. Conclusions This study provided the trajectory and conditions of nurses to enter, stay, move, or leave at LTCHs. Understanding the pathways for staying or leaving can be used as a strategy for successful retention of registered nurses in LTCHs.

scholarly journals Pathways of Nurses in Long-term Care Hospitals: Seeking Work-life Balance

2020 ◽  
Author(s):  
Samsook Kim ◽  
Ga Eon Lee ◽  
Barbara Bowers ◽  
Yeonjae Jo
Keyword(s):  
Registered Nurses ◽  
Professional Growth ◽  
Long Term Care ◽  
Work Life ◽  
Work Life Balance ◽  
Theory Approach ◽  
Term Care ◽  
Life Balance ◽  
Theoretical Sampling

Abstract Background: This study explores the pathways of nurses in LTCHs and its underlying conditions in Korea. Nursing shortage in long-term care setting has been a worldwide concern. Although the factors of staying or leaving of nurses in long term care hospitals (LTCHs) have been reported, few studies have examined the trajectory and conditions of nurses staying in and leaving LTCHs.Methods: A qualitative study design with a grounded theory approach was conducted. Data were collected in one to one interviews. Purposive and theoretical sampling led to the inclusion of 17 registered nurses with diverse characteristics from 14 LTCHs in a metropolitan city in South Korea. Individual, in-depth interviews were conducted. Data collection and analysis coincided. Data were analyzed using open and focused coding, constant comparison, theoretical sampling and memoing, and this enabled the construction of a substantive theory.Results: Seeking work-life balance was the core category of nurses’ pathway. Consequences of nurses’ pathway were categorized into three groups: thriving, surviving, and leaving. Thriving nurses in LTCHs found meaning in their work, fostered good relationships, and saw opportunities for growth. Surviving nurses in LTCHs were enduring their jobs in LTCHs, having a work-life balance, and supportive nursing leader. Leaving group nurses wished to leave LTCHs due to lack of professional growth, unappealing work, continuing conflict, and social stigma. However, compensation, work system, and interpersonal relationships were the common moving conditions for all three groups.Conclusions: This study provided the trajectory and conditions of nurses to enter, stay, move, or leave at LTCHs. Understanding the pathways for staying or leaving can be used as a strategy for successful retention of registered nurses in LTCHs.

Confidence in delegation and leadership of registered nurses in long-term-care hospitals

2016 ◽  
Vol 24 (5) ◽  
pp. 676-685 ◽  
Author(s):  
Jungmin Yoon ◽  
Miyoung Kim ◽  
Juhhyun Shin
Keyword(s):  
Registered Nurses ◽  
Long Term Care ◽  
Term Care

scholarly journals Second Job Holding Among Direct Care Workers and Nurses: Implications for COVID-19 Transmission in Long-Term Care

2020 ◽  
pp. 107755872097412
Author(s):  
Reagan A. Baughman ◽  
Bryce Stanley ◽  
Kristin E. Smith
Keyword(s):  
Registered Nurses ◽  
Long Term Care ◽  
The United States ◽  
Personal Care ◽  
Term Care ◽  
Licensed Practical Nurses ◽  
Care Workers ◽  
Practical Nurses ◽  
Nursing Aides

One reason that nursing homes are a primary source of COVID-19 infections and deaths in the United States may be that workers hold multiple jobs. We use 2010-2019 Current Population Survey data to document the rate of second jobholding among nursing and long-term care workers. On average, 6.41% of personal care and nursing aides and 6.23% of licensed practical nurses and registered nurses hold second jobs; second job holding rates are 35% and 32% higher than those of other workers, respectively. Both wages and hours in the primary job are negatively associated with the probability of holding a second job for personal care and nursing aides, while lower hours are more strongly correlated with a second job for registered nurses and licensed practical nurses. Many of these workers move across health settings from their first to second jobs, and 15% of second jobs for personal care and nursing aides are in other “essential” occupations.

scholarly journals Fulfillment of Work–Life Balance From the Organizational Perspective: A Case Study

2013 ◽  
Vol 48 (5) ◽  
pp. 668-677 ◽  
Author(s):  
Stephanie M. Mazerolle ◽  
Ashley Goodman
Keyword(s):  
Work Environment ◽  
Athletic Training ◽  
Ncaa Division I ◽  
Clinical Setting ◽  
Work Life ◽  
Division I ◽  
Work Life Balance ◽  
Theory Approach ◽  
Life Balance ◽  
Family Friendly

Context: Researchers studying work–life balance have examined policy development and implementation to create a family-friendly work environment from an individualistic perspective rather than from a cohort of employees working under the same supervisor. Objective: To investigate what factors influence work–life balance within the National Collegiate Athletic Association (NCAA) Division I clinical setting from the perspective of an athletic training staff. Design: Qualitative study. Setting: Web-based management system. Patients or Other Participants: Eight athletic trainers (5 men, 3 women; age = 38 ± 7 years) in the NCAA Division I setting. Data Collection and Analysis: Participants responded to a series of questions by journaling their thoughts and experiences. We included data-source triangulation, multiple-analyst triangulation, and peer review to establish data credibility. We analyzed the data via a grounded theory approach. Results: Three themes emerged from the data. Family-oriented and supportive work environment was described as a workplace that fosters and encourages work–life balance through professionally and personally shared goals. Nonwork outlets included activities, such as exercise and personal hobbies, that provide time away from the role of the athletic trainer. Individualistic strategies reflected that although the athletic training staff must work together and support one another, each staff member must have his or her own personal strategies to manage personal and professional responsibilities. Conclusions: The foundation for a successful work environment in the NCAA Division I clinical setting potentially can center on the management style of the supervisor, especially one who promotes teamwork among his or her staff members. Although a family-friendly work environment is necessary for work–life balance, each member of the athletic training staff must have personal strategies in place to fully achieve a balance.

Mealtimes as Active Processes in Long-term Care Facilities

2005 ◽  
Vol 66 (1) ◽  
pp. 5-11 ◽  
Author(s):  
Amie J. Gibbs-Ward ◽  
Heather H. Keller
Keyword(s):  
Long Term Care ◽  
Comparison Method ◽  
Theory Approach ◽  
Care Providers ◽  
Term Care ◽  
Individualized Care ◽  
People With Dementia ◽  
Care Facilities ◽  
Active Processes

Mealtimes are central to the nutritional care of residents in long-term care facilities. There has been little Canadian research to guide interdisciplinary practice around mealtimes. This study included a grounded theory approach to explore mealtime experiences of 20 people with dementia living in two long-term care facilities, and the meal-related care they received from registered nurses, health care aides, and dietitians. Theoretical sampling directed the collection and analysis of data from mealtime observations in special care units and key informant interviews with care providers. The constant comparison method was used to analyze and conceptualize the data. A substantive theory emerged with three key themes: Each mealtime is a unique process embedded within a long-term care facility's environment. Residents are central to the process through their actions (i.e., arriving, eating, waiting, socializing, leaving, and miscellaneous distracted activities). Internal (i.e., residents’ characteristics) and external (i.e., co-resident, direct caregiving, indirect caregiving, administrative, and government activities) influences affect residents’ actions at mealtimes. The theory suggests that optimal mealtime experiences for residents require individualized care that reflects interdisciplinary, multi-level interventions.

scholarly journals Relocation experiences of the elderly to a long-term care facility in Taiwan: a qualitative study

2019 ◽  
Author(s):  
Chia-Shan Wu ◽  
Jiin-Ru Rong
Keyword(s):  
Qualitative Study ◽  
Elderly People ◽  
Long Term Care ◽  
Care Facility ◽  
The Elderly ◽  
Living Environment ◽  
Theory Approach ◽  
Major Life ◽  
Term Care

Abstract Background Relocation to a long-term care (LTC) facility is a major life change for most elderly people. Following relocation, many elderly experience difficulties in adapting to changes in the living environment. Taiwan is increasingly becoming an "aging society” and the numbers of those who relocate from family residences to long-term residential care facilities have increased over years. However, in-depth evidence on the experiences of the elderly of their stay in LTC facilities in Taiwan is relatively sparse. This study aimed to explore the relocation experiences of the elderly to a LTC facility to inform policy and practice to address their needs effectively. Methods A qualitative study, using semi-structured in-depth interviews, was conducted to explore the experiences of 16 elderly people who have relocated to and lived in a LTC facility in Taiwan for up to a period of 12 months. All interviews were recorded, transcribed, and analyzed using grounded theory approach. Results Participants’ accounts reflected four interrelated key themes: wish to minimize the burden, but stay connected with the family; perceived barriers to adaptation; valuing tailored care; and acceptance and engagement. Each theme included interrelated subthemes that influenced one another and represented the different stages in the relocation journey. Most participants viewed relocation as a way of minimizing the burden of their care from family members, but desired to keep a close connection with family and friends. Participants recounted experiences of psychological resistance while making the decision to relocate. Fear of losing autonomy and the ability to perform self-care was a major reason for resistance to adapt. Provision of tailored care was accorded much value by the participants. The decision to accept the relocation and to adapt themselves to the new environment due to their needs for constant care was explicit in some accounts. Conclusions Relocation to LTC facility is a dynamic process in the first year of moving into the facility, and involves a range of emotions, feelings and experiences. Adaptation of the elderly into the LTC facility can be maximized if the relocation is well planned with provisions for individually tailored care and family involvement.

scholarly journals Lower Wages of Nurses in Long-Term Care: Does Racial and Ethnic Diversity Explain the Difference?

2021 ◽  
Vol 5 (Supplement_1) ◽  
pp. 70-70
Author(s):  
Joanne Spetz ◽  
Laura Wagner ◽  
Timothy Bates
Keyword(s):  
Registered Nurses ◽  
Ethnic Diversity ◽  
Long Term Care ◽  
Minority Groups ◽  
Labor Union ◽  
National Sample ◽  
Sample Survey ◽  
Term Care ◽  
Union Status

Abstract Registered nurses (RNs) are a key component of the long-term care (LTC) workforce and prior research demonstrates their importance to ensuring patient safety in LTC settings. RNs who work in LTC settings earn less than those who work in hospitals and also are more likely to be from racial and ethnic minority groups. This study seeks to measure wage differences between Registered Nurses (RNs) working in LTC and other settings (e.g., hospitals) and whether differences are associated with the characteristics of the RN workforce between and within settings. We used the 2018 National Sample Survey of Registered Nurses (NSSRN) public-use file to examine RN employment and earnings. Our study population included a sample of 15,373 employed RNs who provided patient care. Characteristics such as race/ethnicity, type of RN degree completed, census region, and union status were included in bivariate analyses and multiple regression analyses to examine the effect of these characteristics on wages. Logistic regression was used to predict RN employment in LTC settings. We found that RNs in LTC experienced lower wages compared to those in non-LTC settings, yet this difference was not associated with racial/ethnic or international educational differences. LTC nurses were also significantly less likely to be represented by a labor union, and there was not a statistically significant wage difference for LTC RNs who were unionized. Because RNs in LTC earn lower wages than RNs in other settings, policies to minimize pay inequities are needed to support the RN workforce caring for frail older adults.

scholarly journals Relocation experiences of the elderly to a long-term care facility in Taiwan: a qualitative study

2020 ◽  
Author(s):  
Chia-Shan Wu ◽  
Jiin-Ru Rong
Keyword(s):  
Qualitative Study ◽  
Elderly People ◽  
Long Term Care ◽  
Care Facility ◽  
The Elderly ◽  
Living Environment ◽  
Theory Approach ◽  
Major Life ◽  
Term Care

Abstract Background Relocation to a long-term care (LTC) facility is a major life change for most elderly people. Following relocation, many elderly experience difficulties in adapting to changes in the living environment. Taiwan is increasingly becoming an "aging society” and the numbers of those who relocate from family residences to long-term residential care facilities have increased over years. However, in-depth evidence on the experiences of the elderly of their stay in LTC facilities in Taiwan is relatively sparse. This study aimed to explore the relocation experiences of the elderly to a LTC facility to inform policy and practice to address their needs effectively. Methods A qualitative study, using semi-structured in-depth interviews, was conducted to explore the experiences of 16 elderly people who have relocated to and lived in a LTC facility in Taiwan for up to a period of 12 months. All interviews were recorded, transcribed, and analyzed using grounded theory approach.Results Participants’ accounts reflected four interrelated key themes: wish to minimize the burden, but stay connected with the family; perceived barriers to adaptation; valuing tailored care; and acceptance and engagement. Each theme included interrelated subthemes that influenced one another and represented the different stages in the relocation journey. Most participants viewed relocation as a way of minimizing the burden of their care from family members, but desired to keep a close connection with family and friends. Participants recounted experiences of psychological resistance while making the decision to relocate. Fear of losing autonomy and the ability to perform self-care was a major reason for resistance to adapt. Provision of tailored care was accorded much value by the participants. The decision to accept the relocation and to adapt themselves to the new environment due to their needs for constant care was explicit in some accounts. Conclusions Relocation to LTC facility is a dynamic process in the first year of moving into the facility, and involves a range of emotions, feelings and experiences. Adaptation of the elderly into the LTC facility can be maximized if the relocation is well planned with provisions for individually tailored care and family involvement.

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