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Preventing Turnover among Care Workers and Nurses in Facilities Covered by Public Aid Providing Long-Term Care to the Elderly Akemi Ogata 1 , Nobuko Aida 2 , Yoko Nagaya 3 1Department of Nursing, Nagoya University Graduate School of Medicine 2Division of Nursing, School of Health Sciences, Shinshu University 3Department of Nursing, The National Hospital for Geriatric Medicine, National Center for Geriatrics and Gerontology Keyword: 介護老人福祉施設/特別養護老人ホーム , 職務継続意思 , 共分散構造分析 , 組織コミットメント , コンフリクト , facility covered by public aid providing long-term care to the elderly/intensive care home for the elderly , work continuation intention , covariance structure analysis , organizational commitment , conflict pp.90-100
Published Date 2015/12/31
  • Abstract
  • Reference

Aim: With the aim of obtaining suggestions for management that prevents turnover in facilities covered by public aid providing long-term care to the elderly, or intensive care homes for the elderly, we evaluated a model of care workers and nurses in these facilities to identify factors that affect their organizational commitment, their coping strategies for intergroup conflict and their intention to continue working.

Methods: Anonymous, self-administered questionnaires consisting of 90 items were sent by mail to three care workers and three nurses at 400 facilities covered by public aid providing long-term care to the elderly nationwide. Returned questionnaires from 316 care workers and 250 nurses (25.3% response rate) were processed by a covariance structure analysis for the causal model study.

Results: The fit indices of the model for care workers were GFI=0.925, AGFI=0.893, CFI=0.940, RMSEA=0.044. For nurses, the fit indices were GFI=0.932, AGFI=0.901, CFI=0.945, RMSEA=0.039. The intergroup conflict coping strategies identified from the causal model were “compassionate coping style” for care workers and “passive compassionate coping style” for nurses. As latent variables that affect organizational commitment, “workplace career” and “communication between employees and management” were identified for care workers, and “life career” and “career advancement opportunities” were identified for nurses.

Conclusion: These findings suggest that enhancing information exchange between employees and management and the development of career advancement and support systems are necessary to prevent turnover of care workers and nurses.


Copyright © 2015, Japan Academy of Nursing Science. All rights reserved.

基本情報

電子版ISSN 2185-8888 印刷版ISSN 0287-5330 日本看護科学学会

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