Employee voice and regulation in the residential aged care sector

Kaine, Sarah

doi:10.1111/j.1748-8583.2011.00170.x

Cited by 23 publications

(38 citation statements)

References 35 publications

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“…We do not consider other mechanisms of formal regulation. However, a broad definition of regulation comprises the forces and pressures that shape employer decision‐making beyond formal regulation (Kaine, 2009) and we recognise the inter‐sectionality of these forces in ASC (Kaine, 2012). We reflect this in our analysis and demonstrate the complexity occasioned by regulation via: market pressures, both local authority funding (Edwards and Ram, 2006) and labour supply (Grimshaw and Carroll, 2002); informal regulation through management prerogative, particularly relevant in the low‐wage sector where many firms exhibit small business characteristics (Marchington et al ., 2003; Carroll et al ., 2009; Edwards et al ., 2009); and regulation via social norms (Kaine, 2009) through, e.g.…”

Section: Introductionmentioning

confidence: 99%

Worker responses to HR practice in adult social care in England

Atkinson

Lucas

2012

Human Res Mgmt Journal

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In this article, we consider care worker (CW) responses to enacted HR practices and CW attitudes in adult social care (ASC) in England. Our findings derive from a project that examined HR practices and comprised interviews with 18 managers and 58 CWs. We argue that both HR practice and employee attitudes are more robust than other research in this sector has suggested. Our contributions are threefold: first, we present the under‐reported CW perspective. Second, we contribute to understanding of HR practice in low‐wage sectors, research in ASC being limited despite increasing elsewhere in low‐wage sectors. Finally, we question the likely effectiveness of regulation in achieving its aims of enhancing labour supply and ensuring high quality care delivery.

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Section: Introductionmentioning

confidence: 99%

Worker responses to HR practice in adult social care in England

Atkinson

Lucas

2012

Human Res Mgmt Journal

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“…Again, similar arguments are made in relation to employees in the residential aged care sector (Kaine, 2012), nurses (Heyes, 2005) and teachers (Mahony et al, 2004). Yet it must also be noted that the mediating effects of occupational ideologies we observed had purchase in two labour markets that were, respectively, chronically over-and under-supplied, i.e.…”

Section: Discussionmentioning

confidence: 99%

How do we understand worker silence despite poor conditions – as the actress said to the woman bishop

Dean

Greene

2017

Human Relations

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This article considers the customary choice of silence over voice of two groups of UK workers, women clergy and women actors, who routinely tolerate poor quality conditions rather than express dissatisfaction. We argue that a key mediating factor is an expanded version of Hirschman's (1970) concept of loyalty. The article considers how occupational ideologies facilitate loyalty as adaptation to disadvantage in ways that discourage voice, in framing silence as positive. Consequently, we also identify this type of loyalty as potentially salient in understanding silence in other occupations. A descriptive model comparing strength of occupational ideology and voicing of dissatisfaction is outlined and through discussion of findings the article offers conceptual refinements of loyalty in accounting for worker silence.

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“…Kaine, 2012;Martin & King, 2008;Sargeant, Harley, & Allen, 2010). Kaine, 2012;Martin & King, 2008;Sargeant, Harley, & Allen, 2010).…”

Section: Residential Aged Care In Australiamentioning

confidence: 99%

Caring for aged people: The influence of personal resilience and workplace climate on ‘doing good’ and ‘feeling good’

McNeil

Bartram

Cregan

et al. 2019

Journal of Advanced Nursing

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Aims This study examines the impact of personal resilience on the well‐being of care workers and how perceptions of the quality of care provided and the social climate in the organization influences this relationship. We examine quality of patient care as both a mediating and outcome variable to better understand if ‘doing good’ (quality of care) leads to ‘feeling good’ (personal well‐being). Background As an ageing population and the care for the older people has become an increasing challenge to many societies, developing and retaining a professional care workforce through effective management is vital in providing care services. Design A cross‐sectional regression design was used in the study. Methods In 2017 we surveyed care workers in 20 Australian aged care facilities. The sample consist of 194 usable questionnaires. Using regression techniques, we constructed an interaction term (resilience × social climate) and investigated its impact on well‐being (the outcome variable) and quality of care (the mediator variable). Results Our results reveal that quality of care is important as an outcome variable particularly in a supportive climate where high personal resilience positively influences quality of care. Quality of care is also important as a mediating variable as it provides a conduit through which high personal resilience fosters well‐being, especially in a supportive climate. Our results support the argument that ‘doing good’ leads to ‘feeling good’. Conclusion These findings contribute to our appreciation of the important outcomes of resilience in the aged care context and its influence on perceived performance and carer well‐being.

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Employee voice and regulation in the residential aged care sector

Cited by 23 publications

References 35 publications

Worker responses to HR practice in adult social care in England

Worker responses to HR practice in adult social care in England

How do we understand worker silence despite poor conditions – as the actress said to the woman bishop

Caring for aged people: The influence of personal resilience and workplace climate on ‘doing good’ and ‘feeling good’

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