Boomers' Prospective Needs for Senior Centers and Related Services: A Survey of Persons 50–59

MaloneBeach, Eileen E.; Langeland, Karen L.

doi:10.1080/01634372.2010.524283

Cited by 33 publications

(23 citation statements)

References 23 publications

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“…The current senior center participants are aging and may eventually discontinue participation as health and mobility are challenged. However, "younger" seniors are not entering the senior center network at the same rate as their older cohorts are exiting the system, and, subsequently, attendance has declined significantly (Gross, 2008;Malone-Beach & Langeland, 2011). This is problematic for publicly funded senior centers because fiscal allocations are tied to attendance rates.…”

Section: Purpose Of the Studymentioning

confidence: 96%

“…Since New York City has a larger proportion of older, lowincome, immigrant, and single older adults, some neighborhoods have seen an opposite trend; that is, an increase in participation levels. Men, married couples, and individuals with a higher level of education and income have been found to be less inclined to participate in senior center activities (Eaton & Salari, 2005;Giunta et al, 2012;Krout, 1982;Malone-Beach & Langeland, 2011; New York City Department for the Aging, 2002;Ralston & Griggs, 1985;Taylor-Harris & Zhan, 2011;Turner, 2004). Meals tend to be the core program of most senior centers regardless of the extent of other programs and services.…”

Section: Literature Reviewmentioning

confidence: 97%

“…A pressing concern for senior center administrators is the "graying" of their participant pool and stagnant attendance rates (Caslyn & Winter, 1999;Hostetler, 2011;Krout, 1998;Malone-Beach & Langeland, 2011;Turner, 2004;Walker, Bisbee, Porter, & Flanders, 2004). The current senior center participants are aging and may eventually discontinue participation as health and mobility are challenged.…”

Section: Purpose Of the Studymentioning

confidence: 98%

See 2 more Smart Citations

New York City Senior Centers: A Unique, Grassroots, Collaborative Advocacy Effort

Pardasani

Sackman

2014

Activities, Adaptation & Aging

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Section: Purpose Of the Studymentioning

confidence: 96%

Section: Literature Reviewmentioning

confidence: 97%

Section: Purpose Of the Studymentioning

confidence: 98%

See 1 more Smart Citation

New York City Senior Centers: A Unique, Grassroots, Collaborative Advocacy Effort

Pardasani

Sackman

2014

Activities, Adaptation & Aging

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“…1–7 When family or friends are unable to assist, a paid caregiver is frequently hired to help the older adult in the home. 8–10 Paid caregivers (e.g.…”

Section: Introductionmentioning

confidence: 99%

Hiring and Screening Practices of Agencies Supplying Paid Caregivers to Older Adults

Lindquist

Cameron

Messerges-Bernstein

et al. 2012

J American Geriatrics Society

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Objectives To assess what screening practices agencies use in hiring caregivers and how caregiver competency is measured prior to assigning older adult responsibilities. Design One-to-one phone interviewers where interviewers posed as prospective clients seeking a caregiver for an older adult relative. Setting Cross-sectional cohort of agencies supplying paid caregivers to older adults in Illinois, California, Florida, Colorado, Arizona, Wisconsin, and Indiana. Participants 462 home care agencies were contacted, of which 84 were no longer in service, 165 offered only nursing care, and 33 were excluded. 180 agencies completed interviews. Measurements Agencies were surveyed about their hiring methods, screening measures, training practices, skill competencies assessments, and supervision. Open ended responses were qualitatively analyzed by two coders. Results To recruit caregivers, agencies primarily used print and internet (e.g. Craigslist.com) advertising (n=69, 39.2%) and word-of-mouth referrals (n=49, 27.8%). In hiring, agencies required prior “life experiences” (n=121, 68.8%) of which less (n=33, 27.2%) were specific to care giving. Screening measures included federal criminal background checks (n=96, 55.8%) and drug testing (n= 56, 31.8%). Agencies stated that the paid caregiver could perform medication reminding (n=169, 96.0%).Skill competency was assessed by caregiver self-report (n=103, 58.5%), testing (n=62, 35.2%), and client feedback (n=62, 35.2%). General caregiver training length ranged from 0–7 days. Supervision ranged from none to weekly and included home visits, phone calls, and caregivers visiting the central office. Conclusion Using an agency to hire paid caregivers may give older adults and their families a false sense of security regarding the background and skill set of the caregiver.

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“…1,2 If these relations are unable to lend a hand, seniors will pay a person to assist with their activities in their home. 3 These paid caregivers have been called personal care attendants, private duty attendants, personal care assistants, home care aides, personal companions, sitters, or homemakers. Paid caregivers are individuals who receive payment to directly assist a person in their daily self-care activities within an individual’s place of residence, in outdoor environments, or both.…”

Section: Introductionmentioning

confidence: 99%

Paid caregiver motivation, work conditions, and falls among senior clients

Lindquist

Tam

Friesema

et al. 2012

Archives of Gerontology and Geriatrics

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The purpose of this study was to determine the motivation of paid non-familial caregivers of seniors, understand more about their work conditions, and identify any links to negative outcomes among their senior clients. Ninety-eight paid caregivers (eighty-five female and thirteen male), recruited from multiple sites (i.e. senior centers, shopping malls, local parks, lobbies of senior apartments, caregiver agency meetings) completed face-to-face questionnaires and semi-structured interviews. We found that 60.7% of participants chose to become a caregiver because they enjoyed being with seniors while 31.7% were unable to obtain other work, and 8.2% stated it was a prerequisite to a different health related occupation. Caregivers stated that the most challenging conditions of their work were physical lifting (24.5%), behavioral and psychological symptoms of dementia (24.5%), senior depression/mood changes (18.4%), attachment with impending death (8.2%), missing injuries to client (5.1%), lack of sleep (4.1%), and lack of connection with outside world (3.1%). Caregivers who reported that the best part of their job was the salary, flexible hours, and ease of work were significantly more likely to have clients who fell and fractured a bone than those who enjoyed being with seniors (job characteristics, 62.5% vs. senior enjoyment, 25.6%; p<0.004). We concluded that in pursuing their occupation, paid caregivers are motivated commonly by their love of seniors and also by their lack of other job opportunities. Paid caregivers frequently face challenging work conditions. When seeking a caregiver for a senior, motivation of the caregiver should be considered when hiring.

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Boomers' Prospective Needs for Senior Centers and Related Services: A Survey of Persons 50–59

Cited by 33 publications

References 23 publications

New York City Senior Centers: A Unique, Grassroots, Collaborative Advocacy Effort

New York City Senior Centers: A Unique, Grassroots, Collaborative Advocacy Effort

Hiring and Screening Practices of Agencies Supplying Paid Caregivers to Older Adults

Paid caregiver motivation, work conditions, and falls among senior clients

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