Relationships between work outcomes, work attitudes and work environments of health support workers in Ontario long-term care and home and community care settings

Berta, Whitney; Laporte, Audrey; Perreira, Tyrone; Ginsburg, Liane; Dass, Adrian Rohit; Deber, Raisa; Baumann, Andrea; Cranley, Lisa; Bourgeault, Ivy Lynn; Lum, Janet; Gamble, Brenda; Pilkington, Kathryn; Haroun, Vinita; Neves, Paula

doi:10.1186/s12960-018-0277-9

Cited by 54 publications

(63 citation statements)

References 56 publications

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“…The findings of this study relative to the long-term care environment reinforced the importance of leaders providing positive and empowering guidance, setting up systems to support team members, providing robust orientation and training on the specific needs of the medically complex population, and reinforcing the positive aspects both in the staff and in the environment, consistent with literature and findings in hospital and healthcare systems [7][8][9][10][11][12][13][14][15]. Supportive leadership was the most cited, influential, and positive facilitator in long-term care settings, along with setting up systems, processes, and tools to better support associates [22,23,25,29,30,34,41,45,47,[65][66][67][68], setting a positive culture [22][23][24]29,[31][32][33]48,51,53,54,57,[60][61][62][63][64], and inspiring employees [22,26,30,32,35,…”

Section: Organizational Leadershipsupporting

confidence: 74%

Facilitators and Barriers Surrounding the Role of Administration in Employee Job Satisfaction in Long-Term Care Facilities: A Systematic Review

et al. 2020

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Previous literature has shown how associate engagement has positively impacted on productivity, job satisfaction, safety, retention, consumer sentiment, and financial performance in hospitals and healthcare systems. However, a lack of research showing the relationship between associate engagement and job satisfaction within the long-term care environment has existed. Our objective was to investigate characteristics within the long-term care environment that promote and detract from associate job satisfaction and extrapolate the best practices in maintaining job satisfaction and engagement. This systematic review queried CINAHL, PubMed (MEDLINE), and Academic Search Ultimate databases for peer-reviewed publications for facilitators and barriers commensurate with employee job satisfaction in long-term care facilities using the Preferred Reporting Items for Systematic Reviews and Meta-Analysis (PRISMA) and the Kruse Protocols. The authors identified 11 facilitators for job satisfaction and 18 barriers to job satisfaction in the 60 selected articles. The top four facilitators were Supportive Leadership, Capable and Motivated Employees, Positive Organizational Values, and Social Support Mechanisms. The top four barriers were condescending management style, high job demands, lack of self-care, and lack of training with medically complex patients. The systematic review revealed the importance of maintaining satisfied employees in the long-term care workplace through am emphasis leadership and on the facilitators identified to best serve their associates and improve care for residents.

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Section: Organizational Leadershipsupporting

confidence: 74%

Facilitators and Barriers Surrounding the Role of Administration in Employee Job Satisfaction in Long-Term Care Facilities: A Systematic Review

et al. 2020

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“…Other data were synthesized qualitatively to map current evidence available to address the remaining study aims. Aims ii and iii were analyzed using directed content analysis [23] following the themes outlined by Berta et al [24], work environment, work attitudes, and work outcomes. Aim iv data was synthesized by grouping together similar interventions and descriptively summarizing the interventions that were effective in reducing burnout.…”

Section: Synthesis Of Resultsmentioning

confidence: 99%

“…Work outcomes refer to occupational performance factors that are influenced by work attitudes and the work environment [24]. Nine studies examined work outcomes associated with burnout including nurse retention, nurse well-being, patient safety, and patient-family satisfaction ( Table 4).…”

Section: Work Outcomesmentioning

confidence: 99%

What is known about paediatric nurse burnout: a scoping review

et al. 2020

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Burnout in healthcare providers has impacts at the level of the individual provider, patient, and organization. While there is a substantial body of literature on burnout in healthcare providers, burnout in pediatric nurses has received less attention. This subpopulation may be unique from adult care nurses because of the specialized nature of providing care to children who are typically seen as a vulnerable population, the high potential for empathetic engagement, and the inherent complexities in the relationships with families. Thus, the aim of this scoping review was to investigate, among pediatric nurses, (i) the prevalence and/or degree of burnout, (ii) the factors related to burnout, (iii) the outcomes of burnout, and (iv) the interventions that have been applied to prevent and/or mitigate burnout. This scoping review was performed according to the PRISMA Guidelines Scoping Review Extension. CINAHL, EMBASE, MEDLINE, PsycINFO, ASSIA, and The Cochrane Library were searched on 3 November 2018 to identify relevant quantitative, qualitative, and mixed-method studies on pediatric nurse burnout. Our search identified 78 studies for inclusion in the analysis. Across the included studies, burnout was prevalent in pediatric nurses. A number of factors were identified as impacting burnout including nurse demographics, work environment, and work attitudes. Similarly, a number of outcomes of burnout were identified including nurse retention, nurse well-being, patient safety, and patient-family satisfaction. Unfortunately, there was little evidence of effective interventions to address pediatric nurse burnout. Given the prevalence and impact of burnout on a variety of important outcomes, it is imperative that nursing schools, nursing management, healthcare organizations, and nursing professional associations work to develop and test the interventions to address key attitudinal and environmental factors that are most relevant to pediatric nurses.

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“…The majority (n=25) were empirical research , mostly cross-sectional survey studies (Berridge et al 2018(Berridge et al , 2020Berta et al 2018;Bethell et al 2018 Fukuda et al 2018). Of these, one was a quasi-randomised comparative trial (Fukuda et al 2018).…”

Section: Paper Type/study Designmentioning

confidence: 99%

“…Primary focus of included papers -Resilience or RetentionTen papers focussed primarily on the retention of care home staff(Berridge et al 2018(Berridge et al , 2020Berta et al 2018;Bethell et al 2018;Castle 2013;Choi & Johantgen 2012;Gaudenz et al 2019;King et al …”

mentioning

confidence: 99%

Supporting the resilience and retention of frontline care workers in care homes for older people: A scoping review and thematic synthesis

Johnston

Malcolm

Rambabu

et al. 2020

Preprint

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The COVID-19 pandemic has reinforced the need to ensure that strategic and operational approaches to retain high quality, resilient frontline care home workers, who are not registered nurses, are informed by context specific, high quality evidence. We therefore conducted this scoping review to address the question: What is the current evidence for best practice to support the resilience and retention of frontline care workers in care homes for older people? MEDLINE, PubMed, PsycINFO, Embase, MedRxiv, CINAHL, ASSIA, Social Science Premium were searched for literature published between 2010 and 2020. The search strategy employed combinations of search terms to target frontline care workers in care homes for older people and the key concepts relevant to resilience and retention were applied and adapted for each database. Thirty studies were included. Evidence for best practice in supporting the resilience and retention specifically of frontline care workers in care homes is extremely limited, of variable quality and lacks generalisability. At present, it is dominated by cross-sectional studies mostly from out with the UK. The small number of intervention studies are inconclusive. The review found that multiple factors are suggested as being associated with best practice in supporting resilience and retention, but few have been tested robustly. The thematic synthesis of these identified the analytical themes of - Culture of Care; Content of Work; Connectedness with Colleagues; Characteristics and Competencies of Care Home Leaders and Caring during a Crisis. The evidence base must move from its current state of implicitness. Only then can it inform intervention development, implementation strategies and meaningful indicators of success. High quality, adequately powered, co-designed intervention studies, that address the fundamentally human and interpersonal nature of the resilience and retention of frontline care workers in care homes are required.

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Relationships between work outcomes, work attitudes and work environments of health support workers in Ontario long-term care and home and community care settings

Cited by 54 publications

References 56 publications

Facilitators and Barriers Surrounding the Role of Administration in Employee Job Satisfaction in Long-Term Care Facilities: A Systematic Review

Facilitators and Barriers Surrounding the Role of Administration in Employee Job Satisfaction in Long-Term Care Facilities: A Systematic Review

What is known about paediatric nurse burnout: a scoping review

Supporting the resilience and retention of frontline care workers in care homes for older people: A scoping review and thematic synthesis

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