1 Visiting Nurse Service of New York, New York City, USA.
J Appl Gerontol. 2019 Feb;38(2):253-276. doi: 10.1177/0733464817707298. Epub 2017 Apr 28.
Improved training and support are thought to improve retention among direct care workers. However, few studies have examined actual retention. This study examined satisfaction and retention among home health aides enrolled in the "Homecare Aide Workforce Initiative" (HAWI) at three New York agencies. Data included surveys of HAWI trainees and new hires and payroll data for HAWI graduates and others. Three months after hire, 91% of HAWI hires reported they were "very satisfied" or "satisfied" with the job; 57% reported they were "not at all likely" to leave their job in the coming year. At 365 days, 60% were still working. In logistic regression, the odds of being retained at 3, 6, and 12 months were significantly higher among HAWI graduates than non-HAWI new hires. Although not a randomized trial, the study demonstrates an association between participation in an innovative entry-level workforce program and superior 3-, 6-, and 12-month retention.
人们认为，提供更好的培训和支持有助于提高直接护理人员的留职率。然而，很少有研究真正考察过留职率。本研究调查了纽约三家机构中参加“家庭保健助手劳动力倡议”（HAWI）的家庭保健助手的满意度和留职率。数据包括对 HAWI 受训者和新员工的调查以及 HAWI 毕业生和其他员工的工资单数据。在雇用后的三个月内，91%的 HAWI 新员工表示对工作“非常满意”或“满意”；57%的人表示在未来一年内“不太可能”离职。在 365 天时，仍有 60%的人在工作。在逻辑回归中，与非 HAWI 新员工相比，HAWI 毕业生在 3、6 和 12 个月时被保留的可能性要高得多。尽管这不是一项随机试验，但该研究表明，参加创新型入门级劳动力计划与 3、6 和 12 个月的保留率提高之间存在关联。
