Panagiotoglou Dimitra, Fancey Pamela, Keefe Janice, Martin-Matthews Anne
School of Population and Public Health,University of British Columbia.
Family Studies and Gerontology,Mount Saint Vincent University.
Can J Aging. 2017 Mar;36(1):1-14. doi: 10.1017/S0714980816000726. Epub 2017 Jan 4.
This mixed-methods study identified the personal and workplace characteristics that drive the job satisfaction of home support workers (HSWs) providing assistance to elderly clients. Data were based on a standardized measure of job satisfaction, along with in-depth qualitative interviews with 176 home support workers from three Canadian provincial jurisdictions (British Columbia, n = 108; Ontario, n = 28; Nova Scotia, n = 40). We anticipated that variability in demographic profiles between the three groups of workers and different job descriptions would be associated with differences in perceived job satisfaction. This was not the case. Results from the qualitative analysis highlight key areas that contributed to job satisfaction. These are job (scheduling, travel, and safety), economic (income security), and organizational (communication, support, and respect) factors. Given these findings, we recommend improvements to workplace communication, increased travel time allowance between clients, and wage parity with equivalent positions in long-term care facilities.
这项混合方法研究确定了影响为老年客户提供帮助的家庭护理员工作满意度的个人和工作场所特征。数据基于工作满意度的标准化测量，以及对来自加拿大三个省级司法管辖区（不列颠哥伦比亚省，n = 108；安大略省，n = 28；新斯科舍省，n = 40）的176名家庭护理员进行的深入定性访谈。我们预计，三组工作人员在人口统计学特征和不同工作描述方面的差异将与感知到的工作满意度差异相关。但情况并非如此。定性分析结果突出了对工作满意度有贡献的关键领域。这些是工作（排班、出行和安全）、经济（收入保障）和组织（沟通、支持和尊重）因素。基于这些发现，我们建议改善工作场所沟通，增加客户之间的出行时间补贴，并使工资与长期护理机构同等职位持平。
