An Initial Investigation of Employee Stress Related to Caring for Elderly and Dependent Relatives at Home

Abstract

It is recognised that a sustainable competitive advantage is a necessary condition for a firm to survive and prosper. Specifically, companies need to embark on real, substantive business initiatives that will accrue to the company an asymmetrical, firm‐specific resource that will not be perfectly imitable by competitors, to borrow from Barney’s (1986) parlance. Barney’s notion of imperfect imitability is see as crucial in ascertaining the long run efficacy of any potential source of competitive advantage. A sustainable competitive advantage is one which is of value, is rare, has few if any substitutes, and in particular is not easily copied (Barney, 1986). The acquisition of such a sustainable competitive advantage is seen as the whole point of planning and executive business level strategies.

Work Experience and Emotional State in Caregivers of Elderly Relatives

“…The data show that a good proportion of worker caregivers succeed in reconciling job and caregiving; only 23% report having many reconciliation difficulties. Nonetheless, some impact of caregiving on the caregivers’ employment situations occurred very frequently (94%), in line with previous studies (Gillen & Chung, 2005; Jenson & Jacobzone, 2000; Reid et al, 2010; Wilson, van Houtven, Stearns, & Clipp, 2007), which have primarily reported difficulties in job compliance (i.e., phone interruptions, having to leave unexpectedly, arriving late) and, less frequently, changes in job dedication (i.e., decreased work hours or shift changes).…”

“…Specifically, work strains assessed were employment features (e.g., work daily hours, experience, difficulties in reconciling work and caregiving, months as worker…), and the impact of caregiving on work. To assess impact of caregiving on work situation, 11 dichotomous (yes/ no) items were elaborated based on Reid et al (2010) and Gillen & Chung (2005) referring to difficulties in job compliance (absenteeism, to arrive late, phone calls about care issues while working, and to leave unexpectedly), changes in work dedication (decrease in work hours, decrease in salary and shift change), and difficulties in professional career (refusal of formation, temporary leave, and refusal of promotion). Additionally, the sum of impacts reported (0-11) was considered.…”

Stress Coping Mechanisms in Elderly Adults: An Initial Study of Recreational and Other Coping Behaviors in Nursing Home Patients

“…Equally important is gaining an understanding of the living environment and the options currently available within the living environment that the client might use to ameliorate stress (Granello & Fleming, 2008;Stickle & Onedera, 2006). Ultimately, if we as counselors wish to assist our clients, it is vital that we not only provide support, but also advocate for a healthy, supportive environment for our clients (Gillen & Chung, 2005;Granello & Fleming, 2008).…”

The effects of nepotism on human resource management

“…It is an effective reaction to a job that results from the person's comparison of actual outcomes with those desired, anticipated, or deserved (Madamba and De Jong, 1997). There are various components that are considered to be vital to job satisfaction and there have been many studies to identify the determinants of job satisfaction (Berry, 1997; Madamba and De Jong, 1997; Ross, 1998; Gillen and Chung, 2005; Robbins, 2003). These variables are important because they all influence the way a person feels about their job.…”