Aloisio Laura D, Gifford Wendy A, McGilton Katherine S, Lalonde Michelle, Estabrooks Carole A, Squires Janet E
School of Nursing, University of Ottawa, Roger Guindon Hall Room 3051, 451 Smyth Road, Ottawa, ON, K1H 8M5, Canada.
Toronto Rehabilitation Institute - University Health Network, Lawrence S Bloomberg - Faculty of Nursing, University of Toronto, 133 Dunn Ave, Toronto, ON, M6K 2R7, Canada.
BMC Health Serv Res. 2018 Jun 25;18(1):491. doi: 10.1186/s12913-018-3307-3.
Job satisfaction is a predictor of intention to stay and turnover among allied healthcare providers. However, there is limited research examining job satisfaction among allied health professionals, specifically in residential long-term care (LTC) settings. The purpose of this study was to identify factors (demographic, individual, and organizational) that predict job satisfaction among allied healthcare providers in residential LTC.
We conducted a secondary analysis of data from Phase 2 of the Translating Research in Elder Care program. A total of 334 allied healthcare providers from 77 residential LTC in three Western Canadian provinces were included in the analysis. Generalized estimating equation modeling was used to assess demographics, individual, and organizational context predictors of allied healthcare providers' job satisfaction. We measured job satisfaction using the Michigan Organizational Assessment Questionnaire Job Satisfaction Subscale.
Both individual and organizational context variables predicted job satisfaction among allied healthcare providers employed in LTC. Demographic variables did not predict job satisfaction. At the individual level, burnout (cynicism) (β = -.113, p = .001) and the competence subscale of psychological empowerment (β = -.224, p = < .001), were predictive of lower job satisfaction levels while higher scores on the meaning (β = .232, p = .001), self-determination (β = .128, p = .005), and impact (β = .10, p = .014) subscales of psychological empowerment predicted higher job satisfaction. Organizational context variables that predicted job satisfaction included: social capital (β = .158, p = .012), organizational slack-time (β = .096, p = .029), and adequate orientation (β = .088, p = .005).
This study suggests that individual allied healthcare provider and organizational context features are both predictive of allied healthcare provider job satisfaction in residential LTC settings. Unlike demographics and structural characteristics of LTC facilities, all variables identified as important to allied healthcare providers' job satisfaction in this study are potentially modifiable, and therefore amenable to intervention.
工作满意度是专职医疗服务提供者留任意向和人员流动率的一个预测指标。然而，针对专职医疗专业人员工作满意度的研究有限，特别是在长期居住护理（LTC）机构中。本研究的目的是确定预测长期居住护理机构中专职医疗服务提供者工作满意度的因素（人口统计学因素、个人因素和组织因素）。
我们对老年护理研究转化项目第二阶段的数据进行了二次分析。来自加拿大西部三个省份77家长期居住护理机构的334名专职医疗服务提供者纳入了分析。采用广义估计方程模型评估专职医疗服务提供者工作满意度的人口统计学因素、个人因素和组织背景预测因素。我们使用密歇根组织评估问卷工作满意度子量表来衡量工作满意度。
个人因素和组织背景变量均能预测长期居住护理机构中受雇的专职医疗服务提供者的工作满意度。人口统计学变量不能预测工作满意度。在个人层面，职业倦怠（玩世不恭）（β = -0.113，p = 0.001）和心理授权能力子量表（β = -0.224，p < 0.001）预示着较低的工作满意度水平，而心理授权意义子量表（β = 0.232，p = 0.001）、自我决定子量表（β = 0.128，p = 0.005）和影响子量表（β = 0.10，p = 0.014）得分较高则预示着较高的工作满意度。预测工作满意度的组织背景变量包括：社会资本（β = 0.158，p = 0.012）、组织宽松时间（β = 0.096，p = 0.029）和充分的入职培训（β = 0.（此处原文有误，应为0.088），p = 0.005）。
本研究表明，个人专职医疗服务提供者因素和组织背景特征均能预测长期居住护理机构中专职医疗服务提供者的工作满意度。与长期居住护理机构的人口统计学因素和结构特征不同，本研究中确定的对专职医疗服务提供者工作满意度重要的所有变量都具有潜在的可改变性，因此适合进行干预。
