Zeytinoglu Isik U, Denton Margaret, Davies Sharon, Plenderleith Jennifer Millen
Human Resources and Management Area, DeGroote School of Business, McMaster University, Hamilton, ON L8N 3Z5, Canada.
Health Policy. 2009 Aug;91(3):258-68. doi: 10.1016/j.healthpol.2008.12.004. Epub 2009 Jan 28.
The purpose of this paper is to examine the associations between casualized employment and turnover intention in home care. Casualized employment refers to employment conditions of non-permanent contracts, part-time or casual hours, involuntary hours, on-call work, split shifts, pay per visit, and hourly pay with variable hours. Casualized employment also refers to perceived employment insecurity and labour market insecurity. Data are from a survey of 991 visiting nurses, therapists and home support workers in a medium-sized city in Ontario, Canada. Results show that, controlling for many other factors, casual hours and perceived employment insecurity and labour market insecurity are positively and on-call work is negatively associated with home care workers' turnover intention. Non-permanent contract, part-time hours, involuntary hours, split shifts, and non-salaried pay are features of the market-modelled home care work environment and therefore may not be associated with turnover intention. Results provide evidence on the effects of casualized employment strategies on home care workers' turnover intention.
本文旨在探讨居家护理中临时就业与离职意愿之间的关联。临时就业是指非长期合同、兼职或临时工时、非自愿工时、随叫随到工作、轮班、按次计酬以及工时可变的小时计酬等就业条件。临时就业还指感知到的就业不安全感和劳动力市场不安全感。数据来自对加拿大安大略省一个中等规模城市的991名访视护士、治疗师和居家护理工的调查。结果显示，在控制了许多其他因素后，临时工时、感知到的就业不安全感和劳动力市场不安全感与居家护理工的离职意愿呈正相关，而随叫随到工作则与之呈负相关。非长期合同、兼职工时、非自愿工时、轮班以及无薪报酬是市场模式化居家护理工作环境的特征，因此可能与离职意愿无关。研究结果为临时就业策略对居家护理工离职意愿的影响提供了证据。
