Burnout Among Long-Term Care Staff

Gauri, Susanta Kumar

doi:10.1080/03643107.2010.480887

Cited by 37 publications

(25 citation statements)

References 44 publications

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“…They also indicated their right to have clearly defined position descriptions. Previous studies have emphasised additional factors to achieve better care: distinctiveness of nurses' tasks ; adequate working conditions, a conducive organisational structure including sufficient equipment, staff and other resources ; and a clearly defined work profile . In our study, the nurses reported that one of their fundamental rights was to offer a professional contribution to older people care.…”

Section: Discussionmentioning

confidence: 74%

Gerontological nurses' perceptions of their rights in Finland

Kangasniemi

Utriainen

Pietilä

2013

Scandinavian Caring Sciences

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Section: Discussionmentioning

confidence: 74%

Gerontological nurses' perceptions of their rights in Finland

Kangasniemi

Utriainen

Pietilä

2013

Scandinavian Caring Sciences

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“…Kadın yöneticilerin duygusal tükenmişlik alt ölçeğinden x̄: 1,59 puan, duyarsızlaşma alt ölçeğinden x̄: 1,03 puan ve kişisel başarı noksanlığı alt ölçeğinden x̄: 2,89 puan aldığı belirlenirken erkek yöneticilerin ise duygusal tükenme alt ölçeğinden x̄: 1,44 puan, duyarsızlaşma alt ölçeğinden x̄: 0,93 puan ve kişisel başarı noksanlığı alt ölçeğinden x̄: 2,98 puan aldığı görülmektedir. Araştırmalar, SHU'ların kişisel özelliklerinin tükenmişlik yaşayıp yaşamama konusunda etkili olduğunu göstermekle birlikte, stres; çalışma saatleri, iş tipi ve yaş konusunda farklılıkların önemli etkenler olduğunu söylemektedir (Balloch ve Diğr., 1998 (Poulin ve Carolyn, 1993;Corcoran, 1987;Rai, 2010). Yaş, tükenmişlik üzerinde önemli etkiye sahip diğer bir faktördür (Poulin ve Carolyn, 1993).…”

Section: • Cinsiyetunclassified

Disabled Care Center Managers and Burnout

Işıkhan¹,

Ayalp

Aygüler

2019

Anemon Muş Alparslan Üniversitesi Sosyal Bilimler Dergisi

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Yönetici Sosyal hizmet kuruluşları Tükenmişlik İş stresi ÖZ Bu araştırmanın amacı, Aile, Çalışma ve Sosyal Hizmetler Bakanlığınabağlı engelli bakım merkezlerinin yöneticilerinin tükenmişlik düzeylerine etkide bulunan faktörleri, yöneticileri strese bağlı olarak etkileyen önemli sağlık sorunlarını ve yöneticilerin sunulan hizmetin kalitesinin artırılmasına yönelik düşüncelerini saptamaktır. Hazırlanan görüşme formu ve Maslach Tükenmişlik Ölçeği (MTÖ) Türkiye'de Engelli Bakım ve Rehabilitasyon Merkezinde görev yapan 104 yöneticiye uygulanmıştır. Yöneticilerin, MTÖ'nün üç alt boyutu olan duygusal tükenmeden: 1,47; duyarsızlaşmadan: ,956 ve kişisel başarı noksanlığından: 2.94 puan aldıkları ve "düşük tükenmişlik" düzeyine sahip oldukları saptanmıştır. Yaş, eğitim durumu, iş doyumu, tükenmişlik yaşama ve aileye yeterince zaman ayırma durumlarının duygusal tükenme boyutunda; aileye yeterince zaman ayırma durumunun duyarsızlaşma boyutunda; eğitim ve aileye yeterince zaman ayırma durumununkişisel başarı noksanlığı boyutunda istatistiki anlamda farklılık yarattığı görülmüştür (p<0,05). Managers Social work organisations Burnout Job stress A B S T R A C TThe aim of this study is to determine the important health problems affecting the managers depending on the stress and the factors affecting the burnout levels of the managers of the disability care centers affiliated to the Ministry of Family, Labor and Social Services. An interview form and the Maslach Burnout Inventory (MBI) was employed to the 104 managers. Managers have received a score of 1.47 from emotional exhaustion; 0.956 from depersonalization and 2.94 from lack of personal success, and have a low burnout level. For emotional exhaustion age, job satisfaction, educational and burnout status; for depersonalization, spending enough time with family; and for personal achievement, educational status and spending enough time with family were found to be statistically significant factors (p <0.05).

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“…Turnover rates for LTC settings have been documented as high as 55.4% for registered nurses and 85.5% for licensed practical nurses over a 1-year period (Chu et al 2014). Several studies concerning turnover rates in LTC facilities include data on nurses, gerontological social workers, direct care staff, hospice staff, and other nursing staff, however, there is little data regarding the rate of turnover among ancillary staff (Rai 2010). Literature reveals that when the turnover rate is high, there is a decline in the quality of care given by caregivers and other staff (Chu et al 2014).…”

Section: Literature Review Employees Of Ltc Facilitiesmentioning

confidence: 99%

“…In response to the need for more research on working conditions (e.g., training and relationships) in LTC facilities, this study reports findings from a cross-sectional, descriptive survey designed to elicit perceptions of employee satisfaction with communication, helpfulness, and respect, shown to both workers and residents. Previously, major research on communication, helpfulness, and respect in LTC facilities has been limited to specific disciplines such as registered nurses , nurses and physicians, or certified nursing assistants (Rai 2010). Because a positive work environment includes interactions among all individuals in the environment, this study included all employees working in the LTC facility.…”

mentioning

confidence: 99%

Perceptions of Communication and Respect Among Coworkers: a Comparison of Employees with and Without Experience in Long-Term Care Environments

Cox

Mainiero

2017

J. Hum. Rights Soc. Work

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The aim of this study was to evaluate how the work experiences of employees in long-term care affected their perceptions and levels of respect and communication. Content considers the effects of professional and non-professional long-term care (LTC) staff's previous work experience, training, and supervision. The notion of hierarchy is raised in the context of its relationship to human rights, because where human right-based care helps to fulfill the humanity of people, the outcome tends to benefit both service users and care providers. As LTC environments continue to expand and reform, they employ a wide range of professional and nonprofessional staff who have varied educational levels, skill sets, and job responsibilities. Staff burnout and high turnover rates concern LTC administrators and federal and state policies do not require much training or continuing education for certified nursing assistants and other non-professional staff. Relationship issues and experience are important considerations because they connect to staff retention and quality patient care. Herein, a sample of 119 LTC employees was divided into two groups, those with prior LTC experience and those without any prior LTC work experience. Four research questions were tested and limitations and implications for future research are discussed. Findings revealed differences between the two groups; employees who had prior LTC experience perceived higher levels of respect toward residents and toward each other than those employees with no prior experience.

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Burnout Among Long-Term Care Staff

Cited by 37 publications

References 44 publications

Gerontological nurses' perceptions of their rights in Finland

Gerontological nurses' perceptions of their rights in Finland

Disabled Care Center Managers and Burnout

Perceptions of Communication and Respect Among Coworkers: a Comparison of Employees with and Without Experience in Long-Term Care Environments

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