Eldercare’s Turnover Intention and Human Resource Approach: A Systematic Review

Abstract

Eldercare workers’ turnover intentions have caused serious concern given their high demand and pivotal role in ensuring elderly individuals’ well-being. This systematic review examined the main factors of eldercare employees’ turnover intentions with the purpose of identifying gaps and structure a novel human resource (HR) approach framework for eldercare social enterprises through a global literature review and realistic conclusions. A total of 29 publications appeared between 2015 and 2021 were digitally extracted from six databases and are extensively discussed in this review. Resultantly, eldercare workers’ turnover intentions were positively impacted by job burnout, low job motivation, and restricted job autonomy. The findings of this study correspond to those of past literature, which highlighted the necessity of thoroughly examining eldercare worker retention practices from an organisational (HR) perspective. Furthermore, the current study outlines the factors influencing eldercare workers’ turnover intentions as well as determine proper HR approaches to mitigate employee turnover issues among eldercare workers for organisational sustainability.

How does millennial employee job satisfaction affect performance?

“…This affects performance because of the amount of information and stages of work that must be done. The four indicators of task complexity are difficulty level, information clarity, amount of irrelevant information and high ambiguity (Jurij et al, 2023). In IT, the relevance of task complexity can be illustrated in the context of the System Development Life Cycle (SDLC) (Morin et al, 2023).…”

“…This affects performance because of the amount of information and stages of work that must be done. The four indicators of task complexity are difficulty level, information clarity, amount of irrelevant information and high ambiguity (Jurij et al. , 2023).…”

The effectiveness of peer-led interventions to improve work-related psychosocial outcomes and reduce turnover of support workers in residential aged care: A systematic review and meta-analysis

“…Globally, the demand for aged care already exceeds the supply of available workers ( Ravenswood et al., 2014 ; Royal Commission into Aged Care Quality and Safety, 2020 ; Huang et al., 2023 ) contributing to increased workload for this group, as well as heightened occupational stress ( Dawson et al., 2014 ; Halpin et al., 2017 ). Consequently, this can lead to adverse changes in a range of priority outcomes: increased staff turnover rates ( Gao et al., 2017 ; Jurij et al., 2023 ), decreased job satisfaction ( Hodgkin et al., 2017 ; Xiao et al., 2021 ), and decreased perceived health and well-being ( Perry et al., 2017 ; Orrung Wallin et al., 2015 ). The demand for aged care and workforce shortages are predicted to further increase ( Austin et al., 2021 ; Huang et al., 2023 ; World Health Organization, 2015 ).…”