Diehl Elisabeth, Hirschmüller Anna, Wege Aline, Nienhaus Albert, Dietz Pavel
Institute of Occupational, Social and Environmental Medicine, University Medical Center of the Johannes Gutenberg University Mainz, Obere Zahlbacher Str. 67, 55131 Mainz, Germany.
Department for Occupational Medicine, Hazardous Substances and Health Science, Institution for Statutory Accident Insurance and Prevention in the Health and Welfare Services [BGW], Pappelallee 33/35/37, 22089 Hamburg, Germany.
Geriatrics (Basel). 2024 Dec 11;9(6):159. doi: 10.3390/geriatrics9060159.
BACKGROUND/OBJECTIVES: The COVID-19 pandemic placed an immense burden on nursing home staff, significantly increasing their workload. How the impact of these challenges on job satisfaction is mitigated by personal and social resources, along with organisational support measures initiated by nursing homes, is investigated in this study.
In 2021, a cross-sectional survey was conducted among nursing home staff in Rhineland-Palatinate (n = 373). The questionnaire contained parts of standardised instruments (parts of the Copenhagen Psychosocial Questionnaire (COPSOQ), Brief Resilience Scale) and self-developed questions related to support measures such as training, psychological support and work organisation changes. The association of these support measures, as well as personal and social resources (e.g., resilience, social support, sense of community), with job satisfaction was explored. Descriptive, bivariate and regression analyses were conducted.
While various support measures were offered to the nursing home staff, significant gaps remained. Training on hygiene and COVID-19 care was beneficial but not universally available. Similarly, psychological, pastoral and palliative support was lacking for a large portion of nursing home staff. Surprisingly, in the regression analysis, frequent information updates from supervisors were found to be negatively correlated with job satisfaction ( = 0.002). However, some personal and social resources (resilience ( = 0.002), social support ( = 0.001), sense of community at work ( ≤ 0.001), commitment to the workplace ( = 0.019), recognition by management ( ≤ 0.001)), and various support measures (training programmes ( = 0.005), changes in work organisation ( = 0.008), technical measures ( = 0.025)) were positively correlated with job satisfaction.
This study highlights that despite the implementation of various support measures for nursing home staff during the COVID-19 pandemic, significant gaps remained. Notably, a substantial portion of staff members lacked access to crucial support services such as psychological, pastoral and palliative care. Furthermore, healthcare facility managers should prioritise the following support measures, especially during crises: comprehensive training, including resilience training; flexible working arrangements; and recognition for nursing staff. Ultimately, healthcare organisations should aim to create a supportive work environment that fosters a sense of community and belonging among their nursing workforce.
背景/目的：新冠疫情给养老院工作人员带来了巨大负担，大幅增加了他们的工作量。本研究调查了个人和社会资源以及养老院采取的组织支持措施如何减轻这些挑战对工作满意度的影响。
2021年，对莱茵兰-普法尔茨州的养老院工作人员（n = 373）进行了一项横断面调查。问卷包含标准化工具的部分内容（哥本哈根心理社会问卷（COPSOQ）的部分内容、简短复原力量表）以及与培训、心理支持和工作组织变革等支持措施相关的自行设计的问题。探讨了这些支持措施以及个人和社会资源（如复原力、社会支持、社区感）与工作满意度之间的关联。进行了描述性、双变量和回归分析。
虽然为养老院工作人员提供了各种支持措施，但仍存在显著差距。卫生和新冠护理培训有益，但并非普遍可得。同样，很大一部分养老院工作人员缺乏心理、牧师和姑息治疗支持。令人惊讶的是，在回归分析中，发现主管频繁提供信息更新与工作满意度呈负相关（ = 0.002）。然而，一些个人和社会资源（复原力（ = 0.002）、社会支持（ = 0.001）、工作中的社区感（≤0.001）、对工作场所的承诺（ = 0.019）、管理层认可（≤0.001））以及各种支持措施（培训计划（ = 0.005）、工作组织变革（ = 0.008）、技术措施（ = 0.025））与工作满意度呈正相关。
本研究强调，尽管在新冠疫情期间为养老院工作人员实施了各种支持措施，但仍存在显著差距。值得注意的是，很大一部分工作人员无法获得心理、牧师和姑息治疗等关键支持服务。此外，医疗机构管理者应优先考虑以下支持措施，尤其是在危机期间：全面培训，包括复原力培训；灵活的工作安排；以及对护理人员的认可。最终，医疗机构应致力于营造一个支持性的工作环境，培养护理人员的社区感和归属感。
