scholarly journals Personal care workers in Australian aged care: retention and turnover intentions

2013 ◽  
Vol 23 (5) ◽  
pp. 557-566 ◽  
Author(s):  
Katrina Radford ◽  
Kate Shacklock ◽  
Graham Bradley
2020 ◽  
Vol 44 (6) ◽  
pp. 829
Author(s):  
Sarah Wise

The COVID-19 pandemic has highlighted an aged care system struggling to meet the needs of vulnerable Australians. Staffing levels and skill mix in aged care have declined, whereas the health and social needs of an older and more clinically complex population have risen. Increasing staff and improving personal care workers’ skills and education are essential steps to quality aged care in Australia, but it will not be possible without funding models that foster secure employment, development opportunities and long-term career pathways.


2020 ◽  
Vol 4 (Supplement_1) ◽  
pp. 86-86
Author(s):  
Zhenzhen Zhang ◽  
Shuangshuang Wang ◽  
Nengliang (Aaron) Yao ◽  
Zhang Zhenzhen

Abstract High retention rates among direct care workers (DCWs) affect the quality of aged care. However, limited research has explored factors associated with retention in the Chinese aged care industry. This study compared turnover intention and job satisfaction among DCWs in Chinese hospitals and nursing homes. A total 370 DCWs from 7 hospitals (297 contractual, 73 non-contractual) and 311 DCWs from 7 nursing homes (27 contractual, 284 non-contractual) located in Fujian, China were recruited to fill out a questionnaire. Overall, DCWs from hospitals reported lower turnover intention (20.5 % vs 37.0%) and higher levels of job satisfaction (31.1% vs 16.4%) than DCWs from nursing homes. Specifically, contractual DCWs from hospitals indicated lower turnover intention (14.8%) than non-contractual DCWs from hospitals (43.8%) and both types of DCWs from nursing homes (36.3% and 44.4%). Higher job satisfaction was associated with lower turnover intention, but did not mediate the association between DCW types and turnover intention. Findings suggested that the government and institutions should help DCWs complete the identity transformation from non-contractual DCWs to contractual DCWs to enhance job security and benefits. For nursing home DCWs, licensing and registration requirements shall meet the standards for hospital DCWs. Attention is also to be paid to working conditions and staff welfare of DCWs, including social insurance, pensions, and trainings, to improve job satisfaction and reduce turnover intention.


Author(s):  
Monica T. Jones ◽  
Rachael A. Heckenberg ◽  
Bradley J. Wright ◽  
Suzanne Hodgkin

Dementia ◽  
2018 ◽  
Vol 19 (4) ◽  
pp. 1299-1307
Author(s):  
Caroline Vafeas ◽  
Elisabeth Jacob ◽  
Alycia Jacob

A diagnosis of younger onset dementia requires specific care tailored to the individual and the family. Dementia care workers often do not have the skills and experience necessary to offer this care within the residential and community environment. This article reports the development of an interactive resource to educate those employed to care for people living with younger onset dementia. Prescription for Life, a talking e-Flipbook was developed and piloted in two states of Australia. Feedback from the pilots was incorporated in the resource prior to a national rollout. The project was supported by an expert panel, including experts from national aged care providers.


2016 ◽  
Vol 59 (1) ◽  
pp. 85-103 ◽  
Author(s):  
Debra King ◽  
Sven Svensson ◽  
Zhang Wei

The use of external labour such as temporary agency workers in the general workforce has increased in recent decades, but comparatively little is known about their impact within the aged care workforce. This article analyses quantitative data from a census of aged care facilities and a large-scale survey of their workforce regarding the use and impact of temporary agency workers on internal workers. It demonstrates that employing temporary agency workers helps address labour shortages generally and skill shortages in particular. However, it has a negative impact on the job satisfaction of internal personal care workers – a predictor of an increase in intention to leave. In contrast, there was little impact on internal nurse satisfaction. The use of temporary agency workers could therefore create a paradox: increasing personal care worker numbers in the short term, but negatively impacting on their retention in the long term. Given the need for an expanded and sustainable aged care workforce, this finding has important implications for organisations, policy and unions.


Author(s):  
Susan Gordon ◽  
Rebecca Burns ◽  
Stephanie Champion ◽  
Liana Niutta ◽  
Paul Bennett

2020 ◽  
pp. 107755872097412
Author(s):  
Reagan A. Baughman ◽  
Bryce Stanley ◽  
Kristin E. Smith

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.


2020 ◽  
pp. 104365962094781
Author(s):  
Bola Adebayo ◽  
Pam Nichols ◽  
Matthew A. Albrecht ◽  
Bianca Brijnath ◽  
Karen Heslop

Introduction: Migrant care workers are a growing portion of the aged care workforce in high-income countries. This study investigated the impacts of acculturation stress on the well-being of migrant care workers. Method: A cross-sectional national survey was conducted among migrant care workers ( n = 272) across five Australian states and one territory using the Riverside Acculturation Stress Inventory (RASI) and Depression Anxiety Stress Scale (DASS 21). Results: Acculturation stress was high ( M = 38.4; SD = 14.1; 38.9% scored ≥40 out of 75), but respondents scored in the normal to mild ranges (85% to 93%) on the DASS 21 scale. Enrolled and registered nurses had the highest acculturation stress levels when compared with other occupational roles. Ethnicity, F(4, 254) = 11.0, p < .001; occupational roles, F(3, 254) = 3.0, p = .03; and self-reported English proficiency, F(1, 254) = 4.17, p = .04, were statistically significant. Conclusions: Addressing acculturation stress may improve job satisfaction and retention among migrant care workers.


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