Karlstad University, Karlstad, Sweden.
University of Gothenburg, Gothenburg, Sweden.
J Health Organ Manag. 2021 Apr 29;35(9):163-177. doi: 10.1108/JHOM-07-2020-0290.
The purpose of this paper is to investigate aspects related to difficulty to retain nursing assistants at nursing homes in Sweden related to perceived work environment characteristics.
DESIGN/METHODOLOGY/APPROACH: To reveal aspects related to difficulty to retain nursing assistants, the paper uses the BIKVA model, sense of coherence and New Public Management (NPM). In total, three focus groups with nursing assistants at three nursing homes are interviewed with corresponding individual interviews with their senior managers and users. The purpose is to analyze the situation from the affected group of nursing assistants. The focus of this study is how nursing assistants discuss related to recruit and retain nursing assistants at nursing homes and elderly care and the response from senior management related to those aspects.
The main conclusions are that nursing assistants consider their job as meaningful, but limited latitude and direct involvement in managing their daily tasks in a continuous communication with management affect negatively. Furthermore and combined with wage levels, aspects related to scheduling, working hours, shift work, split shifts and understaffing generate a burdensome and stressful environment affecting the possibility to retain staff in a negative direction.
ORIGINALITY/VALUE: The research uses a new approach utilizing the BIKVA model, sense of coherence and NPM. The study shows that central in retaining nursing assistants at nursing homes relates to aspects such as wages, staffing, shift work and split shifts and continuous communication between nursing assistants and management.
本文旨在探讨与瑞典养老院护工流失相关的工作环境感知特征方面的问题。
设计/方法/途径：为了揭示与护工流失相关的问题，本文采用 BIKVA 模型、社会感和新公共管理（NPM）理论。总共对 3 家养老院的 3 组护工进行了焦点小组访谈，并对其高级管理人员和用户进行了相应的个别访谈。目的是从受影响的护工群体分析这一情况。本研究的重点是护工如何讨论养老院和老年护理中招聘和留住护工的问题，以及高级管理人员对此类问题的回应。
主要结论是，护工认为自己的工作有意义，但工作范围有限，直接参与日常任务的管理，以及与管理层的持续沟通受到限制，这对他们产生了负面影响。此外，再加上工资水平，排班、工作时间、轮班工作、两班制和人手不足等方面的问题，造成了繁重和压力大的工作环境，对员工留任产生了负面影响。
创新/价值：本研究采用了一种新的方法，利用 BIKVA 模型、社会感和 NPM 理论。研究表明，留住养老院护工的关键在于工资、人员配置、轮班工作和两班制以及护工与管理层之间的持续沟通等方面。
