Task shifting policy in Ontario, Canada: Does it help personal support workers’ intention to stay?

Zeytinoglu, Işık U.; Denton, Margaret; Brookman, Catherine; Plenderleith, Jennifer

doi:10.1016/j.healthpol.2014.01.004

Cited by 25 publications

(54 citation statements)

References 18 publications

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“…It is their perceptions of support at work and preference for working more or less hours that is related to their life and work stress, similar to findings in related health care occupations in other countries [8, 10–12, 21, 22, 24, 40, 41]. We know that community based organizations typically have a high PSW to supervisor ratio which is both a result of funding and organizational structures [12].…”

Section: Discussionmentioning

confidence: 57%

“…For example, they are called health support workers in the U.K. [15], home care workers [16, 17] or home health care aides in the U.S. [18, 19], home health care workers or aides in Europe [7], home care workers in Japan [3] and home care attendants in Taiwan [20]. In Canada, they used to be called home support workers [1] or visiting homemakers [21] though now they are more commonly referred to as personal support workers [12, 22, 23]. The PSW occupation is non-regulated in Canada, meaning that a licence from a regulatory body is not required to be employed in the sector [14].…”

Section: Introductionmentioning

confidence: 99%

“…PSWs perform a variety of tasks each tailored to the needs of the person receiving care. Some of the tasks performed are: (1) activities of daily living – personal care (bathing, feeding, dressing, toileting), transferring (from sit to stand, walking), light housekeeping, and child care; (2) instrumental activities of daily living – menu planning, shopping, meal preparation, providing transportation or accompanying clients, educational and recreational assistance; (3) clinical care services – measuring a client’s blood pressure, taking temperature, pulse, specimens; and (4) delegated tasks – administration of suppositories, colonic irrigation, enemas (bowel disimpaction), or medication; maintaining inventories; and supervising exercise routines [4, 12, 22]. …”

Section: Introductionmentioning

confidence: 99%

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Health and safety matters! Associations between organizational practices and personal support workers’ life and work stress in Ontario, Canada

Zeytinoglu

Denton

Brookman³

et al. 2017

BMC Health Serv Res

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BackgroundThe home and community care sector is one of the fastest growing sectors globally and most prominently in mature industrialized countries. Personal support workers (PSWs) are the largest occupational group in the sector. This paper focuses on the emotional health of PSWs working in the home and community care sector in Ontario, Canada. The purpose of this paper is to present evidence on the associations between PSWs’ life and work stress and organizational practices of full-time and guaranteed hours, and PSWs’ perceptions of support at work and preference for hours.MethodsData come from our 2015 survey of 1543 PSWs. Dependent variables are life and work stress. Independent variables are: objective organizational practices of full-time and guaranteed hours, and subjective organizational practices of perceived support at work, and preferred hours of work. Descriptive statistics, correlations and ordinary least square regression analyses with collinearity tests are conducted.ResultsOrganizational practices of employing PSWs in full-time or guaranteed hours are not associated with their life and work stress. However, those who perceive support from their organizations are also the ones reporting lower life and work stress. In addition, those PSWs perceiving support from their supervisor report lower work stress. PSWs would like to work in their preferred hours, and those who prefer to work more hours report lower life and work stress, and conversely, those who prefer to work less hours report life and work stress.ConclusionFor PSWs in home and community care, perceived support from their organizations and supervisors, and employment in preferred hours are important factors related to their life and work stress.

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Section: Discussionmentioning

confidence: 57%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Health and safety matters! Associations between organizational practices and personal support workers’ life and work stress in Ontario, Canada

Zeytinoglu

Denton

Brookman³

et al. 2017

BMC Health Serv Res

Self Cite

View full text Add to dashboard Cite

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“…Related to this trend is growing pressure to expand provision of healthcare services in home‐care settings (De Vliegher, Aertgeerts, Declercq, & Moons, ; Giosa, Holyoke, Bender, Tudge, & Gifford, ). To address these increasing demands while containing healthcare costs, some care activities previously provided by regulated health professionals (RHPs) including nurses and physiotherapists are being delegated to unregulated care providers such as personal support workers (PSWs) (Denton, Brookman, Zeytinoglu, Plenderlieth, & Barken, ; Health Professions Regulatory Advisory Council [HPRAC], ; Zeytinoglu, Denton, Brookman, & Plenderleith, ). As such, traditional roles of PSWs are shifting from providing primarily personal and supportive care to include more complex care activities.…”

Section: Introductionmentioning

confidence: 99%

The evolving role of the personal support worker in home care in O ntario, C anada

Saari

Patterson

Kelly

et al. 2017

Health Soc Care Community

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To meet increasing demand for home care, the role of personal support workers (PSWs) is shifting from providing primarily personal and supportive care to include care activities previously provided by regulated health professionals (RHPs). Much of the research examining this shift focuses on specialty programmes, with few studies investigating the daily care being provided by PSWs, frequency of care activities being provided by PSWs, and characteristics of the population receiving more complex tasks. Between January and April 2015, a review of 517 home-care service user charts was undertaken in Ontario, Canada, to: (1) describe the range of tasks being performed by PSWs in home care, (2) identify tasks transferred by RHPs to PSWs, and (3) examine characteristics of service users receiving transferred care. Findings indicate that normally, PSWs provide personal and supportive care commensurate with their training. However, in approximately one quarter of care plans reviewed, PSWs also completed more complex care activities transferred to them by RHPs. Service users receiving transferred care were older and had higher levels of cognitive and functional impairment. Although there is potential for the expansion of home-care services through increased utilisation of PSWs, healthcare leadership must ensure that the right provider is being utilised at the right time and in the right place to ensure safe and effective quality care. Thus, several actions are recommended: PSW core competencies be clearly articulated, processes used to transfer care activities from RHPs to PSWs be standardised and a team-based approach to the delivery of home-care services be considered. Utilisation of a team-based model can help establish positive relationships among home-care providers, provide increased support for PSWs, allow for easier scheduling of initial training and ensure regular reassessments of PSW competence among PSWs providing added skills.

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“…There is evidence that ITL mediates most of the effect of job satisfaction on actual leaving 4,10) . "Intention to stay" (ITS) has also been measured amongst many occupational groups such as physician assistants 11) and personal support workers 12) . ITS has been found to be broadly associated with similar factors as ITL.…”

mentioning

confidence: 99%

Intention to Stay and Intention to Leave: Are They Two Sides of the Same Coin? A Cross‐sectional Structural Equation Modelling Study among Health and Social Care Workers

Nancarrow

Bradbury

Pit

et al. 2014

Journal of Occupational Health

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The health care sector has a rapidly increasing ageing workforce, rising health care demands, and nursing staff and other health professionals are increasingly working part-time and leaving the profession early 1) . Additionally, health and social care workforce shortages have a negative effect on the quality of care provided and are associated with high costs 2) . Hence, maintaining the current workforce is crucial for the health care sector.Staff turnover is an important metric in human resources management and maintenance of the current workforce. "Intention to leave" (ITL) is a widely used and well-developed proxy for staff turnover 3) and future behavior of actually leaving a profession 4) or an organization 5) . Multiple factors have impacts on ITL, including sociodemographic factors (e.g., age, occupation and family responsibilities 6) work-related factors (e.g., team climate 5) ), and macroeconomic factors such as local job supply 7) . Job satisfaction is a well-documented predictor of exit intentions across professionals; lower levels of job satisfaction predict intention to leave amongst doctors 8) , municipal workers 9) and nurses 6) . A meta-analysis 3) found that ITL is more predictive of employee turnover than overall job satisfaction, satisfaction with the work itself or organizational commitment. More recent research has also demonstrated this effect. Hann and colleagues 4) found that job satisfaction predicted ITL and that ITL predicted The implicit assumption appears to be that both constructs represent different sides of the same coin. This study challenges this assumption. The objectives were (i) to test whether these constructs were similar measures of the same construct, and (ii) to assess the strength of the relationships between ITL and ITS with work-related outcomes. Methods: The Workforce Dynamics Questionnaire (WDQ) was administered to 298 staff. The WDQ included two items on ITL and was supplemented with three items on ITS. Structural equation modelling (SEM) was used. Results: The response rate was 43%. The correlation between the two constructs was negative and quite high (r=−0.84), indicating potential issues with discriminant validity. However, the constructs behaved differently in relation to job satisfaction and job integration. ITS was a strong predictor (0.95, p<0.001), whereas ITL was not significantly related (0.34, p=0.195) to JS. The direct effects of JI on ITS was 0.30 and on ITL was −0.42. The indirect effects of JI were more contrasting, being 0.56 for ITS and −0.30 for ITL, via job satisfaction. Conclusions: This is the first study amongst British health and social care workers that has demonstrated that ITS and ITL are not measuring the same construct. While there is overlap, care should be taken when using these constructs interchangeably, particularly when measuring

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Task shifting policy in Ontario, Canada: Does it help personal support workers’ intention to stay?

Cited by 25 publications

References 18 publications

Health and safety matters! Associations between organizational practices and personal support workers’ life and work stress in Ontario, Canada

Health and safety matters! Associations between organizational practices and personal support workers’ life and work stress in Ontario, Canada

The evolving role of the personal support worker in home care in O ntario, C anada

Intention to Stay and Intention to Leave: Are They Two Sides of the Same Coin? A Cross‐sectional Structural Equation Modelling Study among Health and Social Care Workers

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