Physical and verbal abuse, work demands, training and job satisfaction amongst aged-care employees in the home and community sector

Ravenswood, Katherine; Douglas, Julie; Haar, Jarrod

doi:10.1080/10301763.2018.1427846

Cited by 18 publications

(13 citation statements)

References 49 publications

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“…This study's results support the comprehensive JD‐R model, which is being applied increasingly in nursing and home care studies (Jang et al., 2017; Matziari et al., 2017; Ravenswood, Douglas, & Haar, 2018). Contrary to other studies (Bakker et al., 2005, 2007; Bakker, Demerouti, Taris, et al, 2003; Xanthopoulou et al., 2007) but congruent with that of Jang et al.…”

Section: Discussionsupporting

confidence: 80%

The home care work environment’s relationships with work engagement and burnout: A cross‐sectional multi‐centre study in Switzerland

Möckli

Denhaerynck

Geest

et al. 2020

Health Soc Care Community

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This study aimed to investigate the levels of burnout and work engagement among home care workers in Switzerland and to test their association with job demands and job resources. We conducted a multi-centre, cross-sectional survey in the Germanspeaking part of Switzerland with a convenience sample of seven home care agencies. Data were collected between September 2017 and January 2018. We assessed burnout with the Maslach Burnout Inventory (MBI) and work engagement with the Utrecht Work Engagement Scale (UWES) as well as job demands (overtime, workfamily conflicts, experienced aggression and work stressors) and job resources (predictability, staffing, teamwork, leadership, collaboration, social support, sense of community, feedback). To investigate the levels of burnout and work engagement, we applied descriptive statistics. Based on Bakker and colleagues' Job Demands-Resources model, we used a path analysis to test the associations of job demands and job resources with burnout and work engagement. We analysed data from 448 home care workers (response rate 61.8%, mean age 44 years (SD 13.2), 96% female). The frequency of burnout in our sample was low, while that of work engagement was high. Job demands correlated positively with emotional exhaustion (β = .54, p < .001) and negatively with work engagement (β = −.25, p < .001). Job resources correlated negatively with emotional exhaustion (β = −.28, p < .001) and positively with work engagement (β = .41, p < .001). Work-family conflicts and work stressors correlated strongest with emotional exhaustion, whereas social support and feedback were found to correlate strongest with work engagement. Improvements to the home care work environment might enhance work engagement and reduce burnout. Corrective interventions could focus on reducing specific aspects of job demands, such as workfamily conflicts and work stressors, as well as on increasing aspects of job resources, especially social support and feedback.

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Section: Discussionsupporting

confidence: 80%

The home care work environment’s relationships with work engagement and burnout: A cross‐sectional multi‐centre study in Switzerland

Möckli

Denhaerynck

Geest

et al. 2020

Health Soc Care Community

View full text Add to dashboard Cite

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“…Similarly, Ng and Feldman (2012) took a conservation of resources perspective and used meta‐analytic findings to highlight how voice enable workers to preserve or accumulate resources to enhance their performance. Further, much of the existing JD‐R empirical studies seem to be focused around cross‐sectional European samples (Brough et al 2013) and highlight a lack of qualitative empirical studies (Ravenswood, Douglas and Haar 2018). This paper aims to extend the analysis of the JD‐R model by exploring voice as a job resource, using an Australian case study.…”

Section: Employee Voice and Engagementmentioning

confidence: 99%

Employee voice in a semi‐rural hospital: impact of resourcing, decision‐making and culture

Almeida

Frino

Milosavljevic

2020

Asia Pac J Human Res

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The purpose of this paper is to understand current employee voice arrangements within a semi-rural hospital and the implications for the engagement of healthcare professionals. The Job Demands-Resources (JDR) model is used to explore how organisational mechanisms (resourcing, decisionmaking processes and culture) provide a voice for staff. We adopt a single case study approach using in-depth interviews with healthcare professionals in a semi-rural public hospital in Australia. The study found that the semi-rural context, characterised by high levels of centralised decisionmaking and resourcing and low levels of confidentiality and anonymity, has limited employee voice and the ability for staff to participate in decisions affecting their work. This lack of voice has consequently had negative effects on engagement levels. We propose that employee voice be viewed as a distinct job resource, manifest through an organisation's resourcing, decision-making processes and culture, to generate a direct and positive effect on employee engagement.

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“…In particular, both aging and dejuvenization have led to a growing demand for healthcare services, posing higher workloads, and emotional demands on professionals in the healthcare sector (Glomb et al, 2004; Uthaman et al, 2016; Hodgkin et al, 2017), who are aging themselves (Buchan et al, 2015). Particularly for the older category of healthcare professionals, these high job demands (see Karasek, 1979; Johnson and Hall, 1988; Alarcon, 2011; Makkai, 2018; workload, time pressure, ambiguity, conflict, stress, workload, and tension are among the most important job demands which lead to burnout) may be hard to cope with (Bakker et al, 2000; Aiken et al, 2002b; Hedge and Borman, 2012; Uthaman et al, 2016; Stankiewicz-Mróz, 2018), possibly leading to increased staff turnover and decreased retention (De Gieter et al, 2011; Sawatzky and Enns, 2012; Heinen et al, 2013; Gao et al, 2017; Ravenswood et al, 2017).…”

Section: Introductionmentioning

confidence: 99%

Live to Work or Work to Live? An Age-Moderated Mediation Model on the Simultaneous Mechanisms Prompted by Workaholism Among Healthcare Professionals

et al. 2019

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The “aging population” implies an increased proportion of older professionals and a growing demand for healthcare services. Healthcare professionals are often highly committed to their work which can be reflected in high levels of workaholism, being a double-edged sword that can prompt both positive and negative mechanisms, differently affecting younger and older healthcare workers. The present study aims to gain insights into the relationships between healthcare professionals' age, workaholism and job satisfaction, by estimating the sequential mediating roles of workload perceptions and emotional exhaustion. We used original survey data, including information on 750 healthcare professionals. Overall, the negative relationship between workaholism and job satisfaction was shown to be sequentially (and partially) mediated by workload perceptions and emotional exhaustion. Multi-Group SEM analyses revealed differences across three age groups (under 35; between 35 and 50; over 50). Only in the two younger age groups, we found a direct and positive relationship between workaholism and job satisfaction. In all age groups, we found the negative relationship between workaholism and job satisfaction to be sequentially (and partially) mediated by workload perceptions and emotional exhaustion. The indirect effects were relatively stronger in the younger age group. Workaholism can prompt both a “gain spiral” and “a loss spiral” among healthcare professionals. The first reflects workaholism to function as a job resource fostering job satisfaction (only for the two younger age groups). The second reflects workaholism to function as a job demand reducing job satisfaction. This mechanism was shown to be stronger with an increasing age.

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Physical and verbal abuse, work demands, training and job satisfaction amongst aged-care employees in the home and community sector

Cited by 18 publications

References 49 publications

The home care work environment’s relationships with work engagement and burnout: A cross‐sectional multi‐centre study in Switzerland

The home care work environment’s relationships with work engagement and burnout: A cross‐sectional multi‐centre study in Switzerland

Employee voice in a semi‐rural hospital: impact of resourcing, decision‐making and culture

Live to Work or Work to Live? An Age-Moderated Mediation Model on the Simultaneous Mechanisms Prompted by Workaholism Among Healthcare Professionals

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