Caring about Caring Labor: An Introduction

Jacoby, Dan

doi:10.1177/0032329205284753

Cited by 15 publications

(5 citation statements)

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“…Prosocial motivation is often contrasted with extrinsic motivation, or motivation to perform work because of external job rewards, such as wages, benefits, or the opportunity for a promotion (Herzberg et al, 1959); in other words, "love" stands opposite of market exchange (Nelson, 1999). Wages for nurses rose substantially in the late 1990s as shortages created an increased demand for qualified workers (Buerhaus, Staiger & Auerbach, 2009;Jacoby, 2006;U.S. Department of Labor, 2012).…”

Section: Sources Of Motivationmentioning

confidence: 99%

Motivation in caring labor: Implications for the well-being and employment outcomes of nurses

Dill

Erickson

Diefendorff

2016

Social Science & Medicine

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For nurses and other caregivers there is a strong emphasis on prosocial forms of motivation, or doing the job because you want to help others, even in formal, institutionalized care settings. This emphasis is based in gendered assumptions that altruistic motivations are the "right" reasons for being a nurse and lead to the best outcomes for workers and patients. Other motivations for pursuing care work, particularly extrinsic motivation, depart from the prosocial model of care and may be indicative of substandard outcomes, but little research has examined variation in care workers' motivations for doing their jobs. In this study, we use survey data collected from 730 acute care hospital nurses working within one health care system in the Midwestern United States to examine whether different sources of motivation for being a nurse are related to nurse job burnout, negative physical symptoms, and turnover intentions. Our findings suggest that nurses who have high intrinsic and extrinsic motivation actually have better perceived health and employment outcomes (i.e., less likely to say that they will leave, lower burnout, fewer negative physical symptoms) than those with high prosocial motivation, who are more likely to report job burnout.

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Section: Sources Of Motivationmentioning

confidence: 99%

Motivation in caring labor: Implications for the well-being and employment outcomes of nurses

Dill

Erickson

Diefendorff

2016

Social Science & Medicine

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“…The irony for those who work in these vital positions is that for all of the importance that society places on these services, the positions are considered to be low skilled and low status, and consequently, they receive low pay and work under a variety of difficult circumstances (Crown et al, 1995;Jacoby, 2006). Home care aide employment is characterized by low wages, minimal benefits, irregular hours of work, and unstable employment.…”

Section: Introductionmentioning

confidence: 99%

Promoting Sustainability in Frontline Home Care Aides: Understanding Factors Affecting Job Retention in the Home Care Workforce

Faul

Schapmire

D’Ambrosio

et al. 2009

Home Health Care Management & Practice

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With the growth of the older adult population increasing at an exponential rate, caring for this population has become increasingly difficult. As many choose to age in place (i.e., in the home environment), both the public and private sectors are being forced to respond. The emergence of home health care and the employment of home care aides is one of the ways that the industry has evolved to meet this crisis. However, retention of home care aides has proven problematic. This study explores factors affecting home care aide retention in agencies that employ home care aides. A sample of 116 home care aides employed by three agencies was surveyed to identify retention issues relative to the home care aide. A hypothetical model of home care aid job retention was tested with a hierarchical regression analysis, where 11 variables were entered in five steps, using a time-sequenced order. The results indicated that the hypothetical model was able to explain 41% of the variance in months employed as home care aides, with age, education, wages earned, and intrinsic satisfaction as the most significant contributors to the model. Being able to predict retention of home care aides allows employing agencies to realign themselves to retain workers and improve quality of care. However, it is important to realize that the same traits that predict retention among home care aides may also leave these workers vulnerable to exploitation.

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“…While the initiative did not progress as envisaged by establishing several ADC services and employing all formal trainees in Izmir, nevertheless, it has succeeded in introducing this concept of care and the care sector as a potential labor market. As in many other countries, formal caregiving is not well known as older people rely heavily on informal care from their family and close friends (Faul et al, 2010;WHO Europe, 2008;Jacoby, 2006;Theobald, 2003: 170;Daly, 2001: 37). Additionally, older people have almost no social security benefits in Turkey, which may increase their financial reliance on family members.…”

Section: Resultsmentioning

confidence: 99%

Training Unemployed Women for Adult Day Care in İzmir, Turkey: A Program Evaluation

Hussein

Oğlak

2013

Gerontology & Geriatrics Education

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The proportion of older people in Turkey is increasing steadily with a subsequent growth of long-term care (LTC) needs. There is a scarcity of formal care provisions for residential and particularly nonresidential settings. Thus, formal caregiving is not meeting LTC needs nor attracting workers as a labor option. The authors examine the hypothesis that LTC may offer work opportunities for women unfamiliar with caregiving as an occupation, and also examine the need and acceptance of different types of LTC beyond residential care. The authors evaluate an innovative project introducing these two elements to 76 women in İzmir, Turkey, using an analysis framework that incorporates factors related to applications and progression; management assessment; trainees' self-assessment reflecting on their views on aging; and older people's perception of the experience and its impact on their well-being. Trainees reported a major positive shift in their attitudes toward working in LTC and toward the aging process. Users reported discovering a new dimension to care, which directly affected their quality of life. Overall, this community-based initiative appeared effective in enhancing the awareness of the concept of adult day centers providing a social model of care, and appears promising in addressing the growing need for formal LTC in Turkey.

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Caring about Caring Labor: An Introduction

Cited by 15 publications

References 0 publications

Motivation in caring labor: Implications for the well-being and employment outcomes of nurses

Motivation in caring labor: Implications for the well-being and employment outcomes of nurses

Promoting Sustainability in Frontline Home Care Aides: Understanding Factors Affecting Job Retention in the Home Care Workforce

Training Unemployed Women for Adult Day Care in İzmir, Turkey: A Program Evaluation

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