J Gerontol Nurs. 2023 Aug;49(8):7-13. doi: 10.3928/00989134-20230706-03. Epub 2023 Aug 1.
Retaining direct care workers (DCWs) in all areas of long-term services and supports (LTSS) remains an unending challenge. The current study purposively selected 12 high-performing LTSS communities (e.g., nursing homes, assisted living, home care agencies) in Ohio with high family satisfaction and staff retention. Qualitative interviews were conducted in 2022 with 21 personnel in leadership positions and 16 DCWs (e.g., certified nursing assistants, personal care aides). Interviews were audio recorded, transcribed, and a team of two coders conducted the thematic analysis. Three themes of work culture emerged as important for retention: (1) , (2) , and (3) . DCWs valued empathic relationships with their clients and supervisors. Favorable working conditions consisted of choice, participative leadership, and effective communication. DCWs experienced empowerment through appreciation, financial incentives, and career advancement opportunities. Findings suggest practical changes for person-centered care practitioners that are feasible across any organizational work culture setting. [(8), 7-13.].
留住长期服务和支持（LTSS）领域的直接护理人员（DCWs）仍然是一个无尽的挑战。本研究有目的地选择了俄亥俄州的 12 个表现出色的 LTSS 社区（例如，疗养院、辅助生活、家庭护理机构），这些社区的家庭满意度和员工保留率都很高。2022 年，对 21 名处于领导地位的人员和 16 名 DCWs（例如，注册护士助理、个人护理助理）进行了定性访谈。访谈进行了录音、转录，由两名编码员进行了主题分析。工作文化的三个主题对保留至关重要：（1） ；（2） ；（3） 。DCWs 重视与客户和主管的同理心关系。有利的工作条件包括选择、参与式领导和有效的沟通。通过赞赏、经济激励和职业发展机会，DCWs 获得了赋权。研究结果表明，以人为本的护理实践人员可以在任何组织工作文化环境中进行切实可行的改变。[（8），7-13]。
