The instrument appears to have internal consistency and enable reliable proxy measures of the thriving construct. Further psychometric assessment including checking for possible item redundancy is needed.

Background The present study aims to illuminate the meaning of working in a person-centred way as experienced by staff in nursing homes. Insights into what working in a person-centred way mean for nursing home staff may contribute to a more comprehensive understanding of what gives staff satisfaction in their work and support further development of person-centred care approach in nursing homes. Methods Interviews with 29 health care personnel who had participated in a one-year intervention focusing on person-centred care and thriving in three nursing homes in Australia, Norway and Sweden were performed, and a phenomenological-hermeneutical method was used to explore staffs’ lived experiences of working in a person-centred way in nursing homes. Results For nursing home staff, working in a person-centred way meant that they were able to meet individual resident’s needs and expressed preferences in close family-like relationships, understanding the residents’ rhythms and preferences as the basis of the daily work plans and being able to do ‘the little extra’ for residents. Also, working in a person-centred way meant meeting shared goals by working towards a collective practice in collaborative teams. As a whole, the staffs’ lived experiences of working in a person-centred way in nursing homes was interpreted to mean thriving at work as a psychological state in which individuals experience both a sense of vitality and learning. Conclusions Working in a person-centred way means staff thriving at work in nursing homes. The results further indicate that delivering care by only focusing on routines and practical tasks and not on residents’ preferences and well-being would inhibit thriving among nursing staff, leading to the potential for dissatisfaction with work.

Aim To explore the associations between job satisfaction and perceived person‐centredness and ethically difficult situations among staff in nursing homes (NHs). Background Previous studies have indicated that person‐centredness and few ethically difficult situations can contribute positively to NH staff's job satisfaction. However, empirical evidence of these associations is lacking. Design Cross‐sectional survey design. Method Nursing home staff (N = 341) in six NHs in Australia, Norway, and Sweden completed the questionnaire measuring job satisfaction, person‐centredness, and ethically difficult situations. Data were collected between April – June 2016. Univariate analysis was used to describe the sample, one‐way analysis of variance examined differences between variables. Bivariate correlation tested the relationships between variables and hierarchical multiple regression explored the extent to which person‐centredness and ethically difficult situations could explain job satisfaction among staff. Results After controlling for socio‐demographic variables in a regression model, three variables of person‐centredness and “ethically difficult situations” were significantly associated with job satisfaction. A “climate of community” contributed the most, followed by the “amount of organizational and environmental support,” “a climate of everydayness,” and few “ethically difficult situations.” Conclusion The results support the theoretical foundation and previous findings suggesting that establishing NHs organizations based on person‐centredness will increase staff job satisfaction. However, this is a cross‐sectional study and the causality may go in both directions and should be further explored.

A person-centred climate can be attained in different kinds of long-term care facilities.