Hsieh Pi-Ching, Su Hui-Fang
Department of Health Care Management, National Taipei College of Nursing, Taiwan, ROC.
Int J Nurs Stud. 2007 Jan;44(1):93-104. doi: 10.1016/j.ijnurstu.2005.11.024. Epub 2006 Jan 18.
BACKGROUND/OBJECTIVES: The question, "do certified care assistants (CCAs), after finishing their training, devote themselves to the long-term care industry in accordance with the original expectations?", is still unknown. Few studies have focused on CCAs who have left the long-term care industry. The purposes of this study were to identify the employment status of CCAs over the January 2000-July 2002 time period who had undergone a training program sometime in 1999 and to explore the factors affecting whether the CCAs stay or leave the long-term care industry in the Taipei area. Understanding retention and attrition of CCAs is important for developing the strategies of managing manpower in this industry.
DESIGN/SETTING/PARTICIPANTS: A descriptive survey design was conducted to telephone interview 826 CCAs who had trained during the 1999 certification training program in Taipei area. Three hundred and thirteen participants (an interview-completed rate of 38%) provided usable data.
A structured interview schedule was developed by authors for interview. Descriptive statistics and chi(2) test were adopted to report the subjects' characteristics and factors that influenced his/her intention to stay or leave this industry.
One hundred and sixty-eight respondents (53.7%) had still stayed in this industry, while 145 respondents (46.3%) had left already. Major reasons for staying were personal interest in caring elderly, good financial benefits from the facility, and supportive leadership. In contrast, low wages, heavy workloads, long working hours, a high level of stress, and poor financial benefits were factors contributing to careers leaving this industry.
Many factors affected whether CCAs stayed or left, including personal factors, work-related factors, the welfare system, the managerial system, the leadership style and the work environment. However, the sequence of these factors and their importance were different between two groups. This study has significant implications for managing the manpower of the long-term care industry.
背景/目的：“经过培训后的认证护理助理（CCA）是否会按照最初的期望投身长期护理行业？”这个问题仍然未知。很少有研究关注离开长期护理行业的CCA。本研究的目的是确定在1999年某个时间参加过培训项目、在2000年1月至2002年7月期间的CCA的就业状况，并探讨影响台北地区CCA留在或离开长期护理行业的因素。了解CCA的留用和流失情况对于制定该行业的人力管理策略很重要。
设计/场所/参与者：采用描述性调查设计，通过电话采访826名在台北地区参加1999年认证培训项目的CCA。313名参与者（访谈完成率为38%）提供了可用数据。
作者制定了一份结构化访谈提纲用于访谈。采用描述性统计和卡方检验来报告受试者的特征以及影响其留用或离开该行业意愿的因素。
168名受访者（53.7%）仍留在该行业，而145名受访者（46.3%）已经离开。留用的主要原因是对照顾老年人有个人兴趣、机构有良好的经济福利以及有支持性的领导。相比之下，低工资、繁重的工作量、长时间的工作、高压力水平和较差的经济福利是导致他们离开该行业的因素。
许多因素影响CCA是留用还是离开，包括个人因素、工作相关因素、福利制度、管理体系、领导风格和工作环境。然而，这些因素的顺序及其重要性在两组之间有所不同。本研究对长期护理行业的人力管理具有重要意义。
