Chou Rita Jing-Ann, Robert Stephanie A
College of Social Work, University of South Carolina, Columbia, SC 29208, USA.
J Health Soc Behav. 2008 Jun;49(2):208-22. doi: 10.1177/002214650804900207.
This study aims to enhance our understanding of job satisfaction of direct care workers in assisted living facilities. Low job satisfaction is related to high turnover rates and lower quality of care in assisted living. We integrate two theories of job satisfaction to investigate relationships among workplace support, role overload, and job satisfaction. Data are from a survey of 984 direct care workers in 108 assisted living facilities. Results from multilevel hierarchical linear models (HLM) indicate that job satisfaction varies both within and among facilities. Job satisfaction is negatively associated with role overload, and it is positively associated with institutional support, supervisor instrumental and emotional support, and coworker emotional support. These workplace support measures and role overload are separately and independently associated with job satisfaction. Enhancing job satisfaction of assisted living direct care workers will likely require a multipronged approach that includes improving institutional, supervisor, and coworker support while simultaneously directly addressing role overload.
本研究旨在加深我们对辅助生活设施中直接护理人员工作满意度的理解。工作满意度低与辅助生活中的高离职率和较低的护理质量相关。我们整合了两种工作满意度理论，以研究工作场所支持、角色过载和工作满意度之间的关系。数据来自对108个辅助生活设施中的984名直接护理人员的调查。多层次分层线性模型（HLM）的结果表明，工作满意度在设施内部和设施之间都存在差异。工作满意度与角色过载呈负相关，与机构支持、主管工具性和情感支持以及同事情感支持呈正相关。这些工作场所支持措施和角色过载分别且独立地与工作满意度相关。提高辅助生活直接护理人员的工作满意度可能需要采取多管齐下的方法，包括改善机构、主管和同事的支持，同时直接解决角色过载问题。
