Social support and mental health of caregivers in pension institutions: A mediated moderation model

Hong, Zijing; Zhou, Wei; Song, Minghua; Wang, Yuting; Liu, Shen; Zhang, Lin

doi:10.1007/s12144-020-00678-4

Cited by 2 publications

(3 citation statements)

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“…This study explores the moderating role of self‐efficacy in the relationship between strengths use and job crafting. According to COR theory, self‐efficacy as an internal cognitive resource may serve a central management function (Hobfoll, 2001) and is the basis for accurately predicting behaviour (Hong et al, 2020). Employees with self‐efficacy beliefs about their strengths can be motivated to approach situations where they can implement their strengths to achieve task performance (Bandura, 1977; Tsai et al, 2013) and craft their jobs toward their strengths (Kooij et al, 2017).…”

Section: Introductionmentioning

confidence: 99%

“…Studies have found that self‐efficacy is not only closely related to various organizational outcomes, such as thriving at work (Ding & Chu, 2020), but also is an important moderator in explaining individual behaviour and cognitive differences (Xie et al, 2008). For instance, Hong et al (2020) demonstrated that general self‐efficacy moderated the association of social support and the mental health of caregivers in nursing homes.…”

Section: Introductionmentioning

confidence: 99%

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Nurses' strengths use and turnover intention: The roles of job crafting and self‐efficacy

Chu

Zhang

2021

Journal of Advanced Nursing

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The shortage of nurses has become a severe worldwide problem (Li et al., 2020). By the end of 2020, the number of nurses per 1,000 population was 2.97 in China (National Bureau of Statistics of China, 2020), which marks a large gap compared with developed countries. However, in a study involving 1,706 nurses in China, Liu et al.(2018) noted that 69.1% of the nurses intended to leave their jobs.In addition, a study on new nurses in Shanghai found that within the first year of practice, nurses' turnover intention was as high as 74.4% (Zhang et al., 2016). According to these studies, turnover intention, defined as the tendency of an employee to leave the current job and to seek other job opportunities, is a critical and effective predictor of turnover (Zhang et al., 2016). Frequent staff turnover reduces organizational performance and can trigger other employees' emotional instability and slack behaviours within the organization (Heavey

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Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Nurses' strengths use and turnover intention: The roles of job crafting and self‐efficacy

Chu

Zhang

2021

Journal of Advanced Nursing

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“…Históricamente, la mujer ha sido garante de las tareas domésticas, la crianza de los hijos e hijas y de las labores de cuidado de personas mayores; estos eventos pueden ocasionar impacto en el tiempo destinado a descanso o sueño, generando consecuencias negativas en la salud mental 9,10 . Además, se observa que las cuidadoras muestran una menor adaptabilidad a los cambios, son más susceptibles a experiencias emocionales, juicios externos y pensamientos negativos, por lo que tienen un mayor riesgo de depresión y estrés 11 .…”

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Resiliencia, estrés y ansiedad de cuidadores formales durante la pandemia por COVID-19

et al. 2022

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Resilience, anxiety and stress among formal caregivers for institutionalized older peopleBackground: Caregiver stress is a common problem observed in nursing homes. Aim: To determine the association between the level of resilience and stress, anxiety and depression in formal caregivers of older people institutionalized in long-stay establishments during the COVID-19 pandemic. Material and Methods: One hundred ninety eight formal caregivers working at 11 long term residences for older people in southern Chile were invited to answer the SV-RES resilience and the DASS-21 anxiety and depression scales and 102 agreed to participate. Results: We observed a significant association between the resilience scale score and variables such as weekly working hours (p < 0.01), current hours of sleep (p < 0.01), self-perception of sleep (p < 0.01), anxiety level (p < 0.01) and stress level (p < 0.01). Conclusions: A higher score on the Resilience Scale was associated with the absence of anxiety and stress, working between 22 and 43 hours per week, sleeping between 7 and 8 hours of sleep and a satisfactory self-perception of sleep. Studying the factors associated with resilience in formal caregivers of the elderly allows healthcare personnel to focus preventive actions, intervening promptly in risk areas associated with the work context, and strengthening the personal resources of caregivers.

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Social support and mental health of caregivers in pension institutions: A mediated moderation model

Cited by 2 publications

References 36 publications

Nurses' strengths use and turnover intention: The roles of job crafting and self‐efficacy

Nurses' strengths use and turnover intention: The roles of job crafting and self‐efficacy

Resiliencia, estrés y ansiedad de cuidadores formales durante la pandemia por COVID-19

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