Older assistant nurses’ motivation for a full or extended working life

Gyllensten, Kristina; Wentz, Kerstin; Håkansson, Carita; Hagberg, Mats; Nilsson, Kerstin

doi:10.1017/s0144686x18000740

Cited by 22 publications

(41 citation statements)

References 32 publications

(87 reference statements)

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“…When the aspects were well-functioning, they positively affected both motivation and belief, and when they were insu cient they negatively affected either or both motivation and/or belief. Our results are supported by many ndings from previous research on work motivation and prolonging work life in home care and health care sector among mixed aged (18; 31) and older nurses (32). Since our study included solely 45 year olds and older HCNs, it conveys important knowledge about ageing HCNs' aspects.…”

Section: Discussionsupporting

confidence: 84%

“…Positive valued demands might have a motivational potential (39), since enough job resources are available (40; 41; 42). Among elderly care nurses it has been noticed that they want to improve the care being provided (32). Thus, HCNs should be offered opportunities for continuous education and development (18; 31; 43; 44; 45) as well as the opportunity to in uence the improvement of home care work.…”

Section: Discussionmentioning

confidence: 99%

“…Since work ability can be described as balance between individual resources and work demands (47), interventions need to pay attention to the complexity of work life (43) and be performed in parallel on different levels (8). However, to strengthen the positive aspects of work is of great importance, since positive emotions at work increase the perceived meaning of home care work (31), and make nurses work better (18), and continue to work (32). Personal resources as self-e cacy play similar roles as job resources (21).…”

Section: Discussionmentioning

confidence: 99%

See 2 more Smart Citations

Work Motivation and Belief in One’s Capabilities to Continue Working Among Ageing Home Care Nurses: A Qualitative Study With a Mixed Methods Approach

Wallin

Fjellman‐Wiklund

Fagerström

2020

Preprint

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Background The need for home care services is increasing. Therefore, it is important to support an ageing home care workforce to remain in work for longer. Personal resources such as work motivation are important in maintaining home care services, and the belief in one’s capabilities contribute to work ability. Few studies have targeted the ageing workers’ personal resources to manage their final working years. This study explore ageing home care nurses’ (HCNs) experiences of what positively and negatively affects their work motivation, and their beliefs in their capabilities to work until the expected retirement age, and to what extent. Methods This qualitative study was part of a cross-sectional survey answered by ageing HCNs. In four open-ended questions, aspects regarding work motivation and beliefs in one’s own capabilities to continue working until the expected retirement age were asked. Data was analysed using manifest qualitative content analysis. Through a quantification of the qualitative data analysis, the quantifiable focus among the responses was explored. Results The open-ended questions yielded 2339 utterances from 235 HCNs. The categories that gathered the most utterances positively affecting work motivation were named “Work environment”, “Significance of work”, “Stimulating challenges”, and “External response”. Correspondingly, categories mainly negatively affected work motivation were, “Organizational work environment”, Time constraints”, “Job characteristics”, and “Work community”. Factors that mostly provided the belief in one’s own capability to continue working yielded the categories “Own health”, “Workplace resources”, “Meaning of the work”, and “Nature of the work”. “Health related decline”, “Multifaceted work”, “Organizational resources”, and “Work related strain” mainly negatively affected the belief in own capabilities. Ageing itself was not seen as a concern. Conclusions When the factors that concurrently affected work motivation and one’s belief to continue working were well-functioning, they positively affected both motivation and belief. When they were insufficient they negatively affected either or both motivation and/or belief. Through highlighting the positive aspects of home care nursing, both work motivation and the belief to continue working might be facilitated among ageing HCNs. Meaningfulness of work should be addressed, together with strengthening the work community, a supporting leadership and offering challenging but overcoming demands.

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Section: Discussionsupporting

confidence: 84%

Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

See 1 more Smart Citation

Work Motivation and Belief in One’s Capabilities to Continue Working Among Ageing Home Care Nurses: A Qualitative Study With a Mixed Methods Approach

Wallin

Fjellman‐Wiklund

Fagerström

2020

Preprint

View full text Add to dashboard Cite

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“…Instrumental and socioemotional support from colleagues at work is very crucial because it facilitates work accomplishment and enhances employees' sense of belongingness, which, in turn, induces their motivation to work. 33 Similarly, positive coworker relationships independently increase employee motivation and intent to stay above and beyond that of supervisory support emanating from immediate supervisors and senior managers. 34 The overall finding of this study is that social support influence on nurses' motivation, where nurses are valued through organizational support, peer support, and supervisory support, will most likely have the positive influences on those nurses' motivation.…”

Section: Discussionmentioning

confidence: 99%

The Impact of Social Support on Nurses’ Motivation: A Cross-Sectional Study in Malaysia

Nasurdin

Tan

Khan

2020

Asia Pac J Public Health

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Motivation is exceptionally crucial in influencing the quality of health care work outcomes. In view of the mounting challenges and stressful work environment faced by nurses, social support has been identified as an essential resource that helps promote their work motivation. The central aim of this study is to explore 3 forms of social support (perceived organizational support, perceived supervisory support, and perceived peer support) on nurses’ motivation. Cross-sectional data were collected via questionnaires from a sample of 354 nurses working in Malaysian public hospitals. The hypothesized model was tested using partial least squares method. Our results disclosed that all forms of social support have positive effects on motivation.

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“…incentives that keep employees in the workforce through the risk of poverty or make it possible to stop working within sufficient financial well-being (1,(7)(8)(9)(22)(23)(24). The private social environment and attitudes in the surrounding society also influence withdrawal from working life, for example marital status, whether the life partner is working or if the older worker wants to spend more time with relatives and leisure pursuits (1,(7)(8)(9)(25)(26)(27). The social work environment and situation is also of great importance.…”

Section: Introductionmentioning

confidence: 99%

Factors associated to managers’ belief whether their employees cannot and do not want to work until an older age, and measure activities increasing their employees’ possibilities of working in an extended working life.

Nilsson

Nilsson²

2020

Preprint

Self Cite

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Background: The demographic situation with an increasing number of elderly citizens will postpone the retirement age in most countries. However, retirement is a socially accepted way to withdraw from a demanding working life.Objectives: The aim of this study was to evaluate the main factors associated to managers’ beliefs their employees want to or can work until 65 years of age or beyond, and measures increasing participation in an extended working life.Methods: The baseline survey in a follow up study including 249 managers in the municipality sector in Sweden. By logistic regression we investigated the associations between two outcome measures: i) whether employees wanted to work, and ii) whether employees could work until 65 years of age or beyond, and statements within nine areas related to a sustainable working life as well as measure statements for an extend working life.Results : Of the mangers 79% stated their employees ‘can’ and 58% that their employees ‘want to’ work until 65 years of age or beyond. The employees’ health, physical work environment, skills and competence were statistically significant to the mangers’ belief that their employees could not work until 65 years of age or beyond. Lack of support in the social work environment and lack of possibilities to arrange relocations were the most important factors to managers’ beliefs whether employees would not want to work until age 65 or beyond.Conclusion: To offer the employee other tasks in the workplace if needed was a measure statistically significant associated to increase the managers’ belief whether their employees both could and wanted to go on and work until 65 years of age and beyond. Additionally, the managers’ belief measures to decreased physical and mental strains and rotation between different tasks to reduce work load and wear would increase whether their employees can work, and reduction of pace and working hours would increase whether employees want to work in an extended working life past 65 years of age. The managers’ perspective on how their employees ‘can’ and ‘want’ to work will hopefully contribute to the understanding of the extended working life process.

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Older assistant nurses’ motivation for a full or extended working life

Cited by 22 publications

References 32 publications

Work Motivation and Belief in One’s Capabilities to Continue Working Among Ageing Home Care Nurses: A Qualitative Study With a Mixed Methods Approach

Work Motivation and Belief in One’s Capabilities to Continue Working Among Ageing Home Care Nurses: A Qualitative Study With a Mixed Methods Approach

The Impact of Social Support on Nurses’ Motivation: A Cross-Sectional Study in Malaysia

Factors associated to managers’ belief whether their employees cannot and do not want to work until an older age, and measure activities increasing their employees’ possibilities of working in an extended working life.

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