Department of Public Health, Graduate School of Medicine, The University of Tokyo, 7-3-1 Hongo, Bunkyo-ku, Tokyo 113-0033, Japan.
Int J Nurs Stud. 2010 Aug;47(8):1028-36. doi: 10.1016/j.ijnurstu.2010.01.006. Epub 2010 Feb 21.
Despite a growing number of studies on leaving the organization or long-term care among professional caregivers for older people, little is known about the impact of types of employment on leaving.
To examine the association between the type of employment and intent to leave among Japanese professional caregivers.
Secondary analysis of data from the 2006 Working Conditions Survey in Long-term Care, a nationally representative cross-sectional survey done in Japan.
10,107 professional caregivers aged 18 years and older.
Predictor of intent to leave was type of employment (full-time permanent, full-time precarious, and part-time precarious). Precarious work was defined as employment that failed to meet the standard of full-time permanent employment, including fixed-term, temporary agency, and part-time work. Covariates included demographics, home or facility care, tenure in the profession, national qualification for caregivers, having other jobs, overtime work, and night shift work. We used multinomial logit models to estimate the strength of the association between the type of employment and intent to leave and to explore the possible mechanisms explaining this association.
In the unadjusted model, when compared to part-time precarious workers, full-time permanent workers (OR=2.37; 95% CI=2.06, 2.72) and full-time precarious workers (OR=2.41; 95% CI=2.01, 2.88) were more likely to report intent to leave. After adjustment for covariates, these odds ratios were attenuated, but nevertheless remained significant. Overtime work greatly attenuated these odds ratios in both full-time precarious and full-time permanent workers, and having national qualification for caregivers only did in the case of full-time permanent workers.
In contrast to people in other professions, full-time caregivers are more likely to have intent to leave than part-time caregivers. This study highlights the importance of policy strategies for retaining full-time workers by reducing their overtime work and rewarding caregivers who have national qualifications.
尽管越来越多的研究关注老年人专业护理人员离开组织或长期护理的问题，但对于就业类型对离职的影响知之甚少。
研究日本专业护理人员的就业类型与离职意向之间的关系。
对日本全国代表性的长期护理工作条件调查 2006 年数据进行二次分析，这是一项横断面调查。
10107 名年龄在 18 岁及以上的专业护理人员。
离职意向的预测指标是就业类型（全职永久、全职不稳定和兼职不稳定）。不稳定工作被定义为不符合全职永久就业标准的工作，包括定期合同、临时工和兼职工作。协变量包括人口统计学特征、家庭或机构护理、职业任期、护理人员国家资格、兼职工作、加班工作和夜班工作。我们使用多项逻辑回归模型来估计就业类型与离职意向之间关联的强度，并探讨解释这种关联的可能机制。
在未调整模型中，与兼职不稳定工人相比，全职永久工人（OR=2.37；95%CI=2.06，2.72）和全职不稳定工人（OR=2.41；95%CI=2.01，2.88）更有可能报告离职意向。调整协变量后，这些优势比有所减弱，但仍然具有统计学意义。加班工作大大削弱了全职不稳定和全职永久工人的这些优势比，而只有全职永久工人的国家护理人员资格才有影响。
与其他职业的人相比，全职护理人员比兼职护理人员更有可能有离职意向。这项研究强调了通过减少加班工作和奖励有国家资格的护理人员来保留全职工作人员的政策策略的重要性。
