Gesundheitsrisiken in ambulanten Pflegediensten

Gregersen, S.

doi:10.1007/3-540-27051-5_11

Cited by 5 publications

(9 citation statements)

References 2 publications

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“…For older employees, it is also a chance to introduce their expertise into a new field of work. However, work in home care can still be physically and emotionally demanding, and without further career options (Gregersen 2005). This underlines the need for systematic concepts for personnel and career planning.…”

Section: Practical Implications For Nursing Managementmentioning

confidence: 99%

“…A horizontal career change to home care offers several benefits such as more flexibility, which might be better suited for employees with young children and/or those who care for their ageing relatives (Gregersen 2005). Additionally, while there are hardly any vertical career paths in geriatric care, changing to home care enables new chances for learning and gaining competence.…”

Section: Practical Implications For Nursing Managementmentioning

confidence: 99%

“…In Germany, the number of geriatric patients in home care increased, from 2011 to 2013, nearly twice as much as in nursing homes (German Federal Statistical Office 2015). Home care offers benefits for geriatric nurses as well, for instance more flexible working hours (Gregersen 2005). Nurses in home care have more privileged working conditions than those in nursing homes (Nübling et al 2010;Wendsche et al 2014).…”

Section: Geriatric Care Setting and Nurse Turnovermentioning

confidence: 99%

“…We expected task identity to be experienced more often in home care-where nurses usually work individuallycompared to nursing homes, where they mostly work in teams (Gregersen 2005;Nübling et al 2010). The Job Characteristics Model (Hackman and Oldham 1976), the Action Regulation Theory (Hacker 2003), and the JD-R model (Bakker and Demerouti 2007) regard task identity as a job resource that positively influences job satisfaction and mental health (Humphrey et al 2007).…”

Section: Study Aims and Hypothesesmentioning

confidence: 99%

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Uncovering the care setting–turnover intention relationship of geriatric nurses

et al. 2016

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In times of global demographic changes, strategies are needed for improving nursing staff retention. We examined the association of care setting (nursing homes and home care) with geriatric nurses' intention to leave their job and their profession. Thus far, it is unclear why nurses' turnover intention and behaviour do not differ between care settings, although working conditions tend to be better in home care. We used the Job Demands-Resources model to explain indirect and buffering effects by job demands (time pressure, social conflicts) and resources (task identity, supervisor support, and co-worker support) via nurses' perceived health and job satisfaction on nurses' leaving intentions. The present cross-sectional questionnaire study was conducted with a sample of N = 278 registered nurses and nursing aides in German geriatric care. As expected, there was no direct relationship between care setting and leaving attitudes. Demands and resources predicted the intention to leave with job satisfaction as mediator. We found more demands in nursing homes but no differences in resources. Serial mediation effects of care setting on intentions to leave via demands/resources and health/job satisfaction as mediators were found only for time pressure and social conflicts. Unexpectedly, there were no clear differences between intention to leave the job and the profession. As hypotheses were only partly confirmed, other buffering and detrimental effects on leaving intentions are discussed. The present data suggest that detailed concepts for personnel and career planning in geriatric care are needed.

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Section: Practical Implications For Nursing Managementmentioning

confidence: 99%

Section: Practical Implications For Nursing Managementmentioning

confidence: 99%

Section: Geriatric Care Setting and Nurse Turnovermentioning

confidence: 99%

Section: Study Aims and Hypothesesmentioning

confidence: 99%

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Uncovering the care setting–turnover intention relationship of geriatric nurses

et al. 2016

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“…With an average of 22.9 days of sick leave in 2018, nurses missed eight more working days per year than the national average for all professionals, mainly due to musculoskeletal and mental illnesses [7]. Although it is known that occupational requirements can increase the risk of physical and mental illnesses [8], few studies have analysed the burden of diseases among outpatient caregivers as well as their resources [9]. However, studies performed during the COVID-19 pandemic have found that nursing staffs faced new job demands in their work activities [10,11].…”

Section: Introductionmentioning

confidence: 99%

Workplace Health Promotion and COVID-19 Support Measures in Outpatient Care Services in Germany: A Quantitative Study

Neumann

Rohwer

Mojtahedzadeh

et al. 2021

IJERPH

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Working conditions in the care sector, especially under the increased strain during COVID-19, make it difficult for outpatient caregivers to adhere to health-promoting behaviours. Research on workplace health promotion (WHP) and COVID-19 support measures in outpatient care services is limited. The aim of this pilot study was to characterise the current situation of WHP and COVID-19 support measures in outpatient care services and to explore how to offer WHP support measures targeted for a specific group. A web-based cross-sectional survey was conducted with outpatient caregivers (N = 171) in northern Germany. The results showed that 60.2% of the study participants were offered WHP support measures, with significantly higher work engagement when WHP support measures were available (Z = 4279.50, p < 0.01) and that 77.2% received specific support from their employer during the COVID-19 pandemic. Although spending a break in a break room was significantly associated with longer breaks as compared with being in a car (Z = 39.10, padj. = 0.01), a break room was neither available in all outpatient care services, nor did it appear to be feasible. Overall, WHP in outpatient care services is insufficiently covered. In order to be able to offer WHP support measures that are targeted to outpatient caregivers, cooperation among local care services, feasibility, and digital measures should be examined.

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Löst ein höheres Geburtenniveau die Problematik des abnehmenden Pflegepotenzials?

Micheel

2013

Bundesgesundheitsbl.

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This article addresses demographic changes with respect to future long-term care in Germany. The discourse focuses on fertility issues and consequences for long-term care: Which effects can be expected on long-term care assuming a growing fertility rate? Are higher fertility rates a practicable and sufficient approach to meet the need for increasing long-term care? The comparison of different population forecast variants shows that past demographic trends will have strong effects on the future age structure in the long run, even when taking into account a realistic estimate of rising fertility numbers.

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Gesundheitsrisiken in ambulanten Pflegediensten

Cited by 5 publications

References 2 publications

Uncovering the care setting–turnover intention relationship of geriatric nurses

Uncovering the care setting–turnover intention relationship of geriatric nurses

Workplace Health Promotion and COVID-19 Support Measures in Outpatient Care Services in Germany: A Quantitative Study

Löst ein höheres Geburtenniveau die Problematik des abnehmenden Pflegepotenzials?

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