Authors (including presenting author) :
Yau KC(1), TSE, M.Y.M (2)
Affiliation :
(1)(2)The Hong Kong Polytechnic University School of Nursing
Introduction :
Workforce satisfaction is closely related to staff engagement and stabilization. Research found that increase in nursing satisfaction result in more intent to stay. Besides, lower staff satisfaction is also result in decreased patient safety and patient satisfaction. High staff turn over rate in long term care setting is common in Hong Kong. However, there is a lack of published literature on job satisfaction among healthcare workers in long term care.
Objectives :
(1) To explore the current healthcare management model in long-term care (2) the effects of motivators and hygiene factors under the Two-factor theory on job satisfaction among stakeholders who were providing long-term care services.
Methodology :
The project population includes various stakeholders in long-term care, including nurses, doctors. healthcare assistants, social workers, physiotherapists, occupational therapists and patient relatives. The data sample was selected by convenience sampling. Participants were recruited either through phone, Whatsapp, or in person for a face to face interview, meanwhile, an invitation to participate in an online questionnaire was sent to the participant through Whatsapp. Data were obtained through Modified Minnesota Satisfaction Questionnaire and face-to-face interviews(N=15) with voice or video recording using 5 structured interview questions.
Result & Outcome :
The majority (N=44) of 92 participants who completed the online questionnaires aged between 20-30. The population includes 67%(N=62) of nurses, and 20.5%(N=19) of healthcare assistants, followed by 4.5%(N=4) and 2.3%(N=2) of residents and physiotherapists respectively. Others (5.7%, N=5) included social workers, occupational therapists, and patients’ relatives. The educational level of the participants varies. 48.9% (N=45) of them hold a bachelor degree, and 15.2% (N=14) hold a master degree or above. There are 23.9% (N=22) are graduated from secondary schools and 10.9% hold a higher diploma. The mean year of experience is 5.19 years. Among all the participants, 40.2 % (N=37) worked only to 3 years, 23.9% (N=22) worked 4-6 years, 9.8% (N=9) worked 7-9 years, and 26.1% (N=24) worked over 10 years. Age, education level and years of working experience were found to be positively related to job satisfaction. Among all the healthcare workers, healthcare assistant ranked the lowest satisfaction in areas of salary, benefits, autonomy, and recognition. The increase in year of experience does not result in an increase of autonomy for healthcare assistant. On average, 75% of participants(N=69) reflected a moderate level of job satisfaction (≧6/10) when providing long-term care to the elderly. For the interviews, the 15 interviewees which included nurses(N=5), residents(N=4), social workers(N=1), healthcare assistant(N=1), and others(N=4) suggested that good rapport, effective care management model to improve patients’ outcomes are indicators for a high level of job satisfaction. Conclusion: The findings suggested that lack of autonomy for experienced healthcare assistant might be related to lower job satisfaction. Certificate course can be provided for experienced healthcare assistants to improve their autonomy in performing clinical tasks. Besides, nurses feel difficult on providing consistent and systematic interdisciplinary care and offering efficient support for the family members. Modification on current care model with comprehensive geriatric assessment for elderly aged above 75 years old and enhanced staff training might be effective ways for improving job satisfaction of healthcare workers.
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