The Impact of Leadership and Psychosocial Work Environment on Recipient Satisfaction in Nursing Homes and Home Care

Lundgren, Dan; Bravell, Marie Ernsth; Börjesson, Ulrika; Kåreholt, Ingemar

doi:10.1177/2333721419841245

Cited by 8 publications

(16 citation statements)

References 26 publications

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“…Strong leadership in the aged care workforce has been found to contribute to staff intention to remain (Gaudenz et al 2019; Lundgren et al 2019). Among different types of leadership, authentic leadership was considered desirable and identified as ‘those who are deeply aware of how they think and behave and are perceived by others as being aware of their own and others’ values/moral perspectives, knowledge, and strengths; aware of the context in which they operate; and who are confident, hopeful, optimistic, resilient, and of high moral character’ (Avolio et al 2004, p. 4).…”

Section: Introductionmentioning

confidence: 99%

“…A study by Fallatah et al (2017) in Canada revealed authentic leadership was associated with low job turnover rate and an increased occupational coping level in new graduate nurses. In a large survey study across residential aged care and community care in Sweden, positive staff perceptions were associated with first‐line managers’ leadership and their work environment (Lundgren et al 2019).…”

Section: Introductionmentioning

confidence: 99%

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Care workers’ perspectives of factors affecting a sustainable aged care workforce

Xiao

Harrington

Mavromaras

et al. 2020

International Nursing Review

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Aims: To identify the reasons why workers decide to enter, stay or leave the aged care workforce; and the factors influencing them to transition between community and residential sectors in Australia. Background: Factors affecting the recruitment and retention of suitable care workers in aged care are complex and influenced by personal, institutional and societal factors. Methods: A qualitative description study design. Results: In total, 32 staff participated in the study. Five main themes were identified: entering aged care with a passion for the job; entering aged care as it is the only employment option; factors attracting care workers to stay in aged care; factors influencing care workers to leave the job; and preferring to work in residential aged care rather than community aged care. Conclusion:Issues relating to the attraction and retention of aged care workers are influenced by personal, institutional and societal factors. Critical shortages in the aged care workforce make the industry more susceptible to crises such as COVID-19 outbreaks. Implication for nursing practice: Aged care organizations need to create a positive psychosocial work environment for staff to improve the attraction and retention of skilled care workers. They also need to develop staff recruitment guidelines to ensure care workers with the appropriate skills and training and a passion for working with older adults are selected. Staff development programmes need to focus on learning activities that enable staff to build peers support in the work environment. Implications for health policy: There is a need to mandate curriculum to enable nursing students to receive more gerontological education and exposure to aged care throughout their education. Aged care quality standards need to mandate transition support for new graduate nurses.

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Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Care workers’ perspectives of factors affecting a sustainable aged care workforce

Xiao

Harrington

Mavromaras

et al. 2020

International Nursing Review

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“…However, the effects on job strain in the present study compared with the study by Edvardsson and colleagues (2014) could be discussed from different angles. 16 Firstly, one possible reason for the non-significant findings in this study might be the different context used in the present study. The previous study 18 was conducted in the context of a nursing home, which differs from a home care setting in working conditions for staff regarding opportunities to discuss and learn from each other in their daily work.…”

Section: Discussionmentioning

confidence: 76%

“…15 Previous research also found a positive association between organizational factors such as direct and good leadership and psychosocial work environment, in both contexts of nursing home and home care, and satisfaction among both nurse assistants and older adults. 16 Research also shows that organizational and environmental support, supportive leadership, and a caring climate are associated with a lower level of job strain and stress. 14 These results indicate an essential need for developing and evaluating appropriate interventions providing the educational activities which can create a positive caring and supportive climate, in order to decrease job strain and stress where the nurse assistants are able to provide high-quality care.…”

Section: Introductionmentioning

confidence: 97%

<p>Dementia Care Education Targeting Job Strain and Organizational Climate Among Dementia Care Specialists in Swedish Home Care Services</p>

Fallahpour

Borell

Sandberg

et al. 2020

JMDH

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Introduction: An increasing number of older persons live at home with various limitations, such as dementia, requiring well-educated and trained home care staff to meet their complex care needs. Dementia care specialists working in home care service have reported high levels of job strain in comparison with home care staff in general. Aim: This pilot study aims to evaluate the effects of a dementia care education model targeting self-reported job strain and organizational climate, among dementia care specialists in home care service. Methods: A quasi-experimental, one-group pretest-posttest design was applied, with 12 months' follow-up. Participants were dementia care specialists who worked in home care service (n=34 baseline; n=30 follow-up). The data were collected using the Strain in Dementia Care Scale and Creative Climate Questionnaires, administered pre-and postintervention. The intervention applied an educational model based on previous research in dementia care and a person-centered approach. Results: The educational model was implemented in the context of home care services. Of 34 participants at baseline, only 21 responded to the questionnaires, due to a drop off of 13 participants and recruitment of 9 new participants (follow-up=30). A significantly reduced perceived job strain among the participants was detected, indicating perceiving less difficulty in "Balancing competing needs" when caring for the older persons. No significant difference was found in the self-reported creative organizational climate between the two occasions. Conclusion: The educational model could be integrated into dementia home care and it seemed to reduce job strain among dementia care specialists. Future studies are needed to evaluate the effects of the intervention using a stronger study design and a larger sample.

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“…Looking at the impact of psychosocial work environment on recipient satisfaction, others find that the psychosocial work environment of nursing assistants and their satisfaction in their work can be increased by good leadership (Lundgren et al, 2019). A study among rural hospitals nurses on the association of work environment evidences that work environment is significantly associated with adverse events (Smith et al, 2019).…”

Section: Literature Reviewmentioning

confidence: 99%

Development and Validation of Work Environment Services Scale (WESS)

Patrick¹,

Kareem²

2021

CEMJ

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Purpose: This study presents a nine-factor, 32-item measure of work environment scale in the service sector. A healthy work environment is one in which employees trust the people they work for, have pride in what they do, and enjoy working with the people (Levering and Moskowitz, 2004). Methodology: This instrument builds on the conceptual model espoused by Insel and Moos (1974), Gordon (1973), Fletcher and Nusbaum (2010), Amabile et al. (1996), and Spector (2003). The scale included items elicited through a literature review, the use of the Delphi technique with a panel of experts, and tested on 824 full-time employees from nine service sector industries and five major cities in India. Findings: The Work Environment Services Scale (WESS) is a reliable and valid scale useful for measuring the nine work environment factors in the Indian services organization, with its own norms and a detailed manual. Originality/Value: The prevailing scales for measuring work environment do not capture the influence of ethics, recreation facilities, and the impact of social giving on the work environment. Most scales were suitable for sectors in the Western context, and there were no Indian scales measuring service employees’ perception of their work environment.

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The Impact of Leadership and Psychosocial Work Environment on Recipient Satisfaction in Nursing Homes and Home Care

Cited by 8 publications

References 26 publications

Care workers’ perspectives of factors affecting a sustainable aged care workforce

Care workers’ perspectives of factors affecting a sustainable aged care workforce

<p>Dementia Care Education Targeting Job Strain and Organizational Climate Among Dementia Care Specialists in Swedish Home Care Services</p>

Development and Validation of Work Environment Services Scale (WESS)

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