Caregivers’ work satisfaction and individualised care in care settings for older people

Abstract

Instruments to measure work satisfaction and individualised care can be used to improve care quality.

Are Staffing, Work Environment, Work Stressors, and Rationing of Care Related to Care Workers' Perception of Quality of Care? A Cross-Sectional Study

“…The development of personal care workereresident relationships and person-centered care has been repeatedly linked with high quality of care, 63 as well as residents' well-being 64,65 and care workers' job satisfaction and retention. 57,66,67 An unexpected finding was the positive relationship between care workers reporting more frequent stress due to lack of preparation for their job and better ratings of quality of care. A possible explanation might be that the awareness of one's own shortcomings heightens the desire and effort to provide good care.…”

Essential elements of the nursing practice environment in nursing homes: Psychometric evaluation

“…Educational levels of nurses in nursing homes vary from vocational with 3 or 4 years of education to nurses on bachelor level with 4 years of education and nurses on master level with 6 years of education. The quality and quantity of nurses in nursing homes are under pressure (Abbey et al, 2006;Kloster, Høie, & Skår, 2007;Suhonen, Charalambous, Stolt, Katajisto, & Puro, 2013). Also, there is an increasing trend to only admit individuals with highly complex needs to nursing home facilities.…”

Quality of Care and Job Satisfaction in the European Home Care Setting: Research Protocol

“…The questionnaire on the characteristics of the home care professionals was developed on evidence-based literature on job satisfaction among care professionals in the elderly home care setting [1415161718192021212324252627282930313233343536373839404142434445464748495051525354]. This questionnaire mainly consists of pre-existing validated questions and scales: the Copenhagen Psychosocial Questionnaire [6667], the Copenhagen Burnout Inventory [68], the impact subscale of the Job Role Quality survey [69], the Intention-to-turnover scale [70], the Scheduling Dissatisfaction Scale [51], the Physical Workload Scale [71] and the Individualised Care Scale-nurse [7252].…”

“…This questionnaire mainly consists of pre-existing validated questions and scales: the Copenhagen Psychosocial Questionnaire [6667], the Copenhagen Burnout Inventory [68], the impact subscale of the Job Role Quality survey [69], the Intention-to-turnover scale [70], the Scheduling Dissatisfaction Scale [51], the Physical Workload Scale [71] and the Individualised Care Scale-nurse [7252]. Additionally, items on demographic characteristics, and questions concerning the social situation and job characteristics were added.…”

“…The Individualised Care Scale – nurse version (ICS-nurse) has been developed in order to assess the level of provision of individualised patient care from the nurses’ point of view [5272]. Individualised care is defined as a type of nursing care delivery which takes into account patients’ personal characteristics in their clinical condition, their personal life situation and their preferences promoting patient participation in decision making [75].…”