Jang Yuri, Lee Ahyoung A, Zadrozny Michelle, Bae Sung-Heui, Kim Miyong T, Marti Nathan C
The University of Texas at Austin, School of Social Work, USA
The University of Texas at Austin, School of Social Work, USA.
J Appl Gerontol. 2017 Jan;36(1):56-70. doi: 10.1177/0733464815586059. Epub 2015 May 8.
Based on the job demands-resources (JD-R) model, this study explored the impact of job demands (physical injury and racial/ethnic discrimination) and resources (self-confidence in job performance and recognition by supervisor/organization/society) on home health workers' employee outcomes (job satisfaction and turnover intent). Using data from the National Home Health Aide Survey (N = 3,354), multivariate models of job satisfaction and turnover intent were explored. In both models, the negative impact of demands (physical injury and racial/ethnic discrimination) and the positive impact of resources (self-confidence in job performance and recognition by supervisor and organization) were observed. The overall findings suggest that physical injury and discrimination should be prioritized in prevention and intervention efforts to improve home health workers' safety and well-being. Attention also needs to be paid to ways to bolster work-related efficacy and to promote an organizational culture of appreciation and respect.
基于工作需求-资源（JD-R）模型，本研究探讨了工作需求（身体伤害和种族/民族歧视）和资源（对工作表现的自信以及上级/组织/社会的认可）对家庭健康护理员的员工成果（工作满意度和离职意向）的影响。利用国家家庭健康护理员调查的数据（N = 3354），探索了工作满意度和离职意向的多变量模型。在这两个模型中，均观察到了需求（身体伤害和种族/民族歧视）的负面影响以及资源（对工作表现的自信以及上级和组织的认可）的积极影响。总体研究结果表明，在预防和干预工作中应优先考虑身体伤害和歧视问题，以改善家庭健康护理员的安全和福祉。还需要关注增强与工作相关的效能以及促进赞赏和尊重的组织文化的方法。
