Abstract

The growth of the older adult population and documented demand of health, allied health, and social care professionals contrast starkly with the reality that the eldercare field, including care organizations, struggle to attract and retain committed workers. Extant studies evaluate organizational capacity to engender commitment by examining various job and workplace factors. Drawing on 44 interviews, observations of 62 meetings, and a 5-year immersion, this organizational ethnography looks at commitment factors at a large, urban, faith-based residential senior care organization. Commitment factors are delineated on three levels such as daily tensions and rewards, value-based tensions and rewards, deal breakers and clinchers. Identity-based factors such as affective bonds with older persons and sharing in faith values sustain commitment on the person level whereas interprofessional tensions may detract from commitment. This study extends the knowledge base by incorporating perspectives of care workers such as social workers, chaplains, rehabilitation, recreational, diet and environmental services workers in addition to the more commonly examined groups such as nurses and certified nursing assistants, and in a setting that includes Assisted Living in addition to long-term care.

中文翻译：

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院舍护理人员的组织承诺

摘要

老年人口的增长以及健康、联合健康和社会护理专业人员的记录需求与包括护理组织在内的老年护理领域努力吸引和留住敬业员工的现实形成鲜明对比。现有研究通过检查各种工作和工作场所因素来评估组织产生承诺的能力。通过 44 次采访、62 次会议的观察和 5 年的沉浸，这种组织民族志着眼于一个大型的、城市的、以信仰为基础的住宅高级护理组织的承诺因素。承诺因素分为三个层次，例如日常紧张和奖励、基于价值的紧张和奖励、交易破坏者和关键人物。基于身份的因素，例如与老年人的情感纽带和信仰价值观的分享，维持了个人层面的承诺，而跨专业的紧张局势可能会减损承诺。本研究通过纳入护理工作者（如社会工作者、牧师、康复、娱乐、饮食和环境服务工作者）以及更常检查的群体（如护士和认证护理助理）的观点，并在包括除了长期护理外，还有辅助生活。