Using data from a larger study of caregivers of the elderly, this study explores the extent to which religiosity variables function as mediators of the effects of situational/demographic factors on perceived caregiver rewards. In the parent project, random digit dialing was used to select 136 Black and 255 White caregivers of community-dwelling elders for face-to-face interviews. Regression analyses revealed that Black caregivers perceived higher levels of rewards than Whites and the relationship between race and perceived rewards was mediated by comfort from religion and prayer. Blacks and Whites with more education reported fewer perceived rewards than caregivers with less education.
Autonomy and independence have recently become important issues for the elderly, but have not been applied to Alzheimer's disease patients. This project explores pertinent autonomy for the cognitively disabled by studying exit door behaviors. A specially designed environment satisfied safety and health concerns and enabled residents to have free access to the outdoors during daylight hours. Twentytwo residents in early to advanced stages ofthe disease participated in the project. The results indicate that the number of agitated behaviors in five categories decreased under the unlocked door condition. Introduction Abstract terms like freedom of choice, independence, and autonomy are a significantpart ofthe political and social culture of the United States.
This study presents a model linking personal and job-related factors to job satisfaction, job commitment, and turnover. Responses from the staff of six nursing homes and 12 community facilities serving older adults were included. Using a modified version of the causal model of turnover developed by Price and Mueller, three sets of predictors were tested to explain the causes for turnover: personal characteristics, job characteristics, and attitudes. The best predictor of turnover was the employee's intention to leave, followed by the length of employment (shorter), and age (younger). Intention to leave was, in turn, predicted by age (younger), length of employment (shorter), job dissatisfaction, and the type of agency for which the employee worked (community).Dissatisfaction seems to be a major factor that results in a desire to leave the job and may lead to either turnover or continued dissatisfaction with the job. Implications for enhancing employee morale and reducing job turnover are discussed.
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