ABSTRACT When employees have strong identification with an organization, they are more likely to remain working there and to make decisions that are in the best interest of the organization. This can be important when employees work remotely and have little contact with the organization. Through analyzing interviews with low status, remote-working home health aides and their supervisors, this study identifies barriers to identification that the aides face. Findings suggest that these barriers include the aides’ limited interaction with supervisors and other aides; their close relationship with clients; their lack of status and respect within the organization; and financial incentives to take a second job. Finding ways to increase identification among direct care workers could contribute to finding solutions to the U.S. direct care worker shortage.

中文翻译：

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识别低地位、远程医疗工作者中组织认同的障碍

摘要当员工对一个组织有强烈的认同感时，他们更有可能继续在那里工作并做出最符合组织利益的决定。当员工远程工作并且与组织几乎没有联系时，这可能很重要。通过分析对低地位、远程工作的家庭健康助手及其主管的采访，本研究确定了助手面临的识别障碍。调查结果表明，这些障碍包括助手与主管和其他助手的互动有限；他们与客户的密切关系；他们在组织内缺乏地位和尊重；以及从事第二份工作的经济激励。寻找提高直接护理人员认同度的方法可能有助于找到解决美国直接护理人员短缺的方法。