Department of Business Administration, National Cheng Kung University, Tainan.
Institute of Gerontology, College of Medicine, National Cheng Kung University, Tainan.
J Appl Gerontol. 2022 Feb;41(2):322-331. doi: 10.1177/0733464820975598. Epub 2020 Dec 8.
This study aimed to examine how intrinsic and extrinsic factors of job satisfaction affect home care workers' intention to stay and determine whether ageist behaviors moderate the relation between job satisfaction and intention to stay.
We recruited 380 participants to complete measures of job satisfaction, ageist behaviors, and intention to stay.
Monthly wages, extrinsic and intrinsic factors, and positive and negative ageist behaviors were significantly related to home care workers' retention. Both positive and negative ageist behaviors negatively moderated the relation between job satisfaction and retention.
Home care workers' retention may be increased by providing reasonable extrinsic rewards and enhancing the intrinsic nature of the job itself. Reducing negative ageist behaviors and increasing positive ones for those with low job satisfaction could be related to higher retention. The harmful effects of positive behaviors should be addressed. These findings could contribute to workforce retention in long-term care.
本研究旨在探讨工作满意度的内在和外在因素如何影响家庭保健工作者的留职意愿，并确定年龄歧视行为是否调节工作满意度与留职意愿之间的关系。
我们招募了 380 名参与者，以完成工作满意度、年龄歧视行为和留职意愿的测量。
月工资、外在和内在因素以及积极和消极的年龄歧视行为与家庭保健工作者的留职率显著相关。积极和消极的年龄歧视行为都对工作满意度和留职率之间的关系产生了负向的调节作用。
通过提供合理的外在奖励和增强工作本身的内在性质，可以提高家庭保健工作者的留职率。减少低工作满意度者的消极年龄歧视行为并增加积极年龄歧视行为可能与更高的留职率有关。应注意积极行为的有害影响。这些发现可能有助于长期护理中的劳动力保留。
