Dejavniki zaviranja in spodbujanja zaposlovanja v dolgotrajni oskrbi

Abstract

Kadrovski izzivi na področju dolgotrajne oskrbe (DO) v Sloveniji so zelo veliki. Zato so cilji raziskave identificirati ključne dejavnike zaviranja in spodbujanja zaposlovanja v DO ter nujne ukrepe za pridobivanje novih delavcev in ohranjanje zadovoljstva med zaposlenimi. Vzorec je vključeval študente, brezposelne, zaposlene in bivše zaposlene različnih slovenskih zavodov DO (N = 49). Uporabili smo kvalitativni pristop s fokusnimi skupinami, ki smo jih izvedli novembra in decembra 2022 ter januarja 2023. Rezultati so pokazali, da so največji zaviralni dejavniki zastareli kadrovski standardi in normativi, nizka plača, tog in večizmenski delavnik ter fizične in psihološke obremenitve zaposlenih. Ključni dejavnik spodbude je redna zaposlitev s stalno plačo. Pomanjkanje kvalificiranega osebja na področju DO zahteva takojšnjo družbeno pozornost in ukrepe, kot so postavitev ustreznih kadrovskih normativov, uvedba konkurenčne plače in ugodnosti/bonusov, večja avtonomija zaposlenih, možnosti za izobraževanje (plačevanje šolnin), usposabljanje in strokovni razvoj, tehnološka podpora, programi za upravljanje s stresom in svetovalni programi za preprečevanje nesreč pri delu in izgorelosti, spodbujanje pozitivne kulture na delovnem mestu in aktivna promocija za dvig ugleda poklicev v DO.

Influence of Sociodemographic, Organizational, and Social Factors on the Engagement of Long-Term Care Employees

“…In terms of education, the results show that workers with a national professional qualification (100.00%) feel the most joy, followed by those with a university undergraduate degree (76.1%), a college degree (75.0%), and a secondary school degree (58.6%); those who have completed primary school do not feel the joy of going to work. This can be explained by the motivation of retrained LTC workers with a national professional qualification, and of those with higher education, who tend to show higher work engagement as they feel more competent and confident in their role [12,13]. When broken down by role in the institution, the results show that managers (89.7%) and independent contractors (77.4%) are the most joyful, which can be explained by their greater work autonomy [13], while members of the nursing or care team are the least joyful (50.0%), as they are the most dependent on other employees [13].…”

“…This can be explained by the motivation of retrained LTC workers with a national professional qualification, and of those with higher education, who tend to show higher work engagement as they feel more competent and confident in their role [12,13]. When broken down by role in the institution, the results show that managers (89.7%) and independent contractors (77.4%) are the most joyful, which can be explained by their greater work autonomy [13], while members of the nursing or care team are the least joyful (50.0%), as they are the most dependent on other employees [13].…”

“…Enthusiasm is the highest for those who work in home care assistant institutions (40.0%), who are also the proudest of their work (100%). The fact that wages, bonuses, and benefits cannot buy work engagement, as a recent study shows [22], since it is influenced by other factors instead, including those listed below, can help to explain why there are no differences in workers' work engagement depending on the level of monthly income, despite the fact that income is one of the key factors for leaving the LTC sector [1][2][3]13]. Results also show that those who believe their work is valued by society and by their family enjoy going to work more and are more enthusiastic.…”

“…A Norwegian study found that gender, age, and education do not correlate significantly with work engagement in the LTC sector [7]. Other studies found that younger LTC workers tend to show higher work engagement compared to older workers [5,9], while some studies found that only those with higher education and more years of work experience tend to show higher work engagement [12,13]. Even more complicated and multifaceted is the effect of income on work engagement in LTC.…”

“…Even more complicated and multifaceted is the effect of income on work engagement in LTC. A higher salary may encourage and motivate LTC staff, increasing their level of engagement at work, but this effect may only last a short time before other work-related factors take precedence [5,9,13,14].…”