scholarly journals Reasons for Turnover Intention among Direct Care Workers in Korea’s Long-Term Care Insurance

Healthcare ◽  
2020 ◽  
Vol 8 (4) ◽  
pp. 395
Author(s):  
Yongho Chon ◽  
Yun-Young Kim
Keyword(s):  
Turnover Intention ◽  
Long Term Care ◽  
Health And Safety ◽  
Direct Care ◽  
Direct Care Workers ◽  
Structured Interviews ◽  
Term Care ◽  
Care Workers ◽  
Long Term Care Insurance

This study explored reasons for turnover intention among direct care workers under the Korean long-term care insurance (LTCI) system. The author conducted semi-structured interviews with 19 care workers. The study revealed four main themes underlying the intention of care workers to change or leave their jobs. Care workers struggled with demanding working conditions, and their salaries were low. Moreover, the relationships with their directors and supervisors was not good, since some care workers felt that their directors despised them or gave them inappropriate instructions, and their supervisors did not complete administrative work fairly. Lastly, some workers’ health conditions prevented them from carrying out their care work. The results have implications for working practices of care workers, prices of LTCI services, training of directors and supervisors, and coverage of occupational health and safety insurance for care workers.

scholarly journals It Is Time to Resolve the Direct Care Workforce Crisis in Long-Term Care

2020 ◽  
Author(s):  
Kezia Scales
Keyword(s):  
Long Term Care ◽  
The United States ◽  
Direct Care ◽  
Direct Care Workers ◽  
Term Care ◽  
Home Health Aides ◽  
Emerging Trends ◽  
Care Workers ◽  
Direct Care Workforce

Abstract Nearly 4.6 million direct care workers—including personal care aides, home health aides, and nursing assistants—provide daily support to older adults and people with disabilities across a range of settings in the United States, predominantly in long-term care (LTC). Even as the population grows older and drives up demand for LTC, the sector continues its decades-long struggle to fill direct care positions and stabilize this essential workforce. Recent events and emerging trends have converged, however, to produce new opportunities to address this longstanding workforce crisis, including the unprecedented attention generated by the coronavirus disease 2019 (COVID-19) pandemic and the systemic shifts to managed care and value-based payment in LTC. This Forum article outlines the pressing direct care workforce challenges in LTC before describing these potential levers of change, emphasizing the importance of not just expanding the workforce but also maximizing direct care workers’ contributions to the delivery of high-quality services for a growing and evolving population of LTC consumers.

scholarly journals Feasibility of a Mobile Meal Assistance Program for Direct Care Workers in Long-Term Care Facilities in South Korea

2020 ◽  
Vol Volume 15 ◽  
pp. 2019-2029
Author(s):  
Dukyoo Jung ◽  
Jennie C De Gagne ◽  
Minkyung Lee ◽  
Hyesoon Lee ◽  
Kyuri Lee ◽  
...  
Keyword(s):  
South Korea ◽  
Long Term Care ◽  
Direct Care ◽  
Direct Care Workers ◽  
Assistance Program ◽  
Term Care ◽  
Care Workers ◽  
Care Facilities

scholarly journals Dementia in Long-term Care Homes: Direct Care Workers’ Difficulties

2014 ◽  
Vol 140 ◽  
pp. 172-177 ◽  
Author(s):  
Ana Barbosa ◽  
Mike Nolan ◽  
Liliana Sousa ◽  
Daniela Figueiredo
Keyword(s):  
Long Term Care ◽  
Direct Care ◽  
Care Homes ◽  
Direct Care Workers ◽  
Term Care ◽  
Care Workers

scholarly journals LTSS Direct Care Worker Employment During COVID-19

2021 ◽  
Vol 5 (Supplement_1) ◽  
pp. 159-159
Author(s):  
Janette Dill ◽  
Bianca Frogner
Keyword(s):  
Long Term Care ◽  
Household Survey ◽  
Direct Care ◽  
Direct Care Workers ◽  
Term Care ◽  
Care Services ◽  
Direct Care Worker ◽  
Care Workers ◽  
Services And Supports

Abstract The crisis of COVID-19 in long-term care services and supports (LTSS) has brought attention to challenges in staffing long-term care organizations, as shortages of direct care workers led to a dramatic inability to provide needed care for many residents in nursing homes and other residential care settings. In this study, we examine unemployment among LTSS direct care workers during the crisis and recovery. This study uses monthly data from January 2019 to December 2020 from the Current Population Survey, a monthly household survey collected by the Bureau of Labor Statistics, and we compare an individual’s 2019 monthly employment patterns to their 2020 monthly employment. Long-term care workers had an unemployment rate of 2.8% in April 2020, when unemployment rates in the US reached a peak; however, new unemployment among long-term care workers has not declined as consistently as in other settings. Female health care workers were significantly more likely to be unemployed compared to their male counterparts, a trend that is consistent with the overall economy, and workers who earned the lowest wages were more likely to have transitioned to unemployment. COVID-19 has added significant complexity to the provision of direct care services, making LTSS a hazardous place to work. Concerns remain about unemployment in long-term care where demand for workers remains high; additional measures need to be taken to ensure that direct care workers have the resources they need to remain employed.

OHP challenges facing direct-care workers in long-term care

2007 ◽  
Author(s):  
Autumn D. Krauss ◽  
E. Kevin Kelloway ◽  
Kristin Charles
Keyword(s):  
Long Term Care ◽  
Direct Care ◽  
Direct Care Workers ◽  
Term Care ◽  
Care Workers

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 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.

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