Peer Mentoring in Long-Term Care

Hegeman, Carol; Hoskinson, Debi; Munro, Heather; Maiden, Patricia; Pillemer, Karl

doi:10.1300/j021v28n02_06

Cited by 14 publications

(3 citation statements)

References 5 publications

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“…However, peer mentoring among CAs in residential care settings is not without precedent. Hegeman et al reported the outcomes of peer mentoring in US long-term care facilities [18]. Their mentor program involved formal training of nursing assistants to develop skills in interpersonal mentoring and communication.…”

Section: Discussionmentioning

confidence: 99%

Effectiveness of reminders to sustain practice change among direct care providers in residential care facilities: a cluster randomized controlled trial

et al. 2020

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Background: The study purpose was to compare the effectiveness of monthly or quarterly peer reminder knowledge translation interventions, with monthly or quarterly paper-based reminders, to sustain a mobility innovation, the sit-to-stand activity. Method: A cluster RCT using a stratified 2 × 2 factorial design was conducted in 24 Canadian residential care facilities with 416 residents and 54 peer reminder care aides. The 1-year intervention included two intensities of reminders (high: socially based peer reminders delivered by volunteer care aides to other care aides; low: paperbased reminders posted in residents' rooms), at two frequencies (monthly; every 3 months). Intervention fidelity was assessed using questionnaires and observations. Monthly sustainability rate of the sit-to-stand activity was calculated as the percentage of opportunities that residents successfully completed the activity in 30 days. Residents' sustainability rates were analyzed using a linear mixed model that mirrored the clustered repeatedmeasures factorial trial design. The model included a random intercept to account for clustering within sites. An unstructured covariance structure characterized the interdependence of repeated measures over time. Results: Twenty-four sites were randomized. One site was excluded because of falsifying data, leaving 23 sites and 349 residents for intention-to-treat analysis. Paper reminders were implemented with high fidelity across all arms (91.5% per protocol), while the peer reminders were implemented with moderate fidelity in the monthly group (81.0% per protocol) and poor fidelity in the quarterly group (51.7% per protocol). At month 1, mean sustainability ranged from 40.7 to 47.2 per 100 opportunities, across the four intervention arms (p = 0.43). Mean rate of sustainability in the high intensity, high frequency group diverged after randomization, yielding statistically significant differences among the groups at 4 months which persisted for the remainder of the trial. After 12 months, the mean sustainability in the high intensity, high frequency group was approximately twice that of the other three groups combined (64.1 versus 37.8 per 100 opportunities, p < 0.001).

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Section: Discussionmentioning

confidence: 99%

Effectiveness of reminders to sustain practice change among direct care providers in residential care facilities: a cluster randomized controlled trial

et al. 2020

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“…Moreover, employees are likely to engage in functional emotion regulation strategies (e.g., positive refocus) when they experience pleasant customer interactions (Totterdell & Holman, 2003). Further, organizations could introduce intervention groups or peer mentoring (Hegeman et al, 2007; Parker et al, 2008) for employees to talk about their emotionally demanding episodes at work, put negative encounters into perspective, and get feedback and support from their colleagues. In sum, these steps could help employees maintain their enthusiasm in emotionally demanding jobs.…”

Section: Discussionmentioning

confidence: 99%

Experience, vulnerability, or overload? Emotional job demands as moderator in trajectories of emotional well-being and job satisfaction across the working lifespan.

Reh

Wieck

Scheibe

2021

Journal of Applied Psychology

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“…A variety of rewards are recognised and valued by staff [23]. Incentives include adequate pay rates [24], safe and positive working conditions [25,26], and suitable geographical locations for employment [27]. The extent to which other determinants of workforce retention, such as comprehensive orientation and ongoing training at the workplace, apply to aged care workers is currently not known [28].…”

Section: Introductionmentioning

confidence: 99%

Factors Impacting Retention of Aged Care Workers: A Systematic Review

Thwaites,

McKercher,

Fetherstonhaugh

et al. 2023

Healthcare

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Retention of care support workers in residential aged care facilities and home-based, domiciliary aged care is a global challenge, with rapid turnover, low job satisfaction, and poorly defined career pathways. A mixed-methods systematic review of the workforce literature was conducted to understand the factors that attract and retain care staff across the aged care workforce. The search yielded 49 studies. Three studies tested education and training interventions with the aim of boosting workforce retention and the remaining 46 studies explored opinions and experiences of care workers in 20 quantitative, four mixed-methods and 22 qualitative studies. A range of factors impacted retention of aged care staff. Two broad themes emerged from the analysis: individual and organisational factors facilitating retention. Individual factors related to personal satisfaction with the role, positive relationships with other staff, families, and residents, and a cooperative workplace culture. Organisational factors included opportunities for on-the-job training and career development, appropriate wages, policies to prevent workplace injuries, and job stability. Understaffing was often cited as a factor associated with turnover, together with heavy workloads, stress, and low job satisfaction. With global concerns about the safety and quality of aged care services, this study presents the data associated with best practice for retaining aged care workers.

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Peer Mentoring in Long-Term Care

Cited by 14 publications

References 5 publications

Effectiveness of reminders to sustain practice change among direct care providers in residential care facilities: a cluster randomized controlled trial

Effectiveness of reminders to sustain practice change among direct care providers in residential care facilities: a cluster randomized controlled trial

Experience, vulnerability, or overload? Emotional job demands as moderator in trajectories of emotional well-being and job satisfaction across the working lifespan.

Factors Impacting Retention of Aged Care Workers: A Systematic Review

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