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題名：居家照顧服務員工作留任意願影響因素探討
書刊名：東吳社會工作學報
作者：謝美娥
作者(外文)：Hsieh, Mei-o
出版日期：2017
卷期：33
頁次：頁27-62
主題關鍵詞：居家照顧服務員；工作意義；工作條件；留任意願；Homecare workers；Work meaning；Work conditions；Job retention
原始連結：連回原系統網址new window
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  • 被引用次數被引用次數:期刊(5) 博士論文(0) 專書(0) 專書論文(0)
  • 排除自我引用排除自我引用:5
  • 共同引用共同引用:104
  • 點閱點閱:194
本研究係探討居家照顧服務員(以下簡稱居服員)的留任因素，研究目的為瞭解居服員對工作意義和工作條件的看法；探討重要人口變項、工作意義、與工作條件和留任意願的關係；以及預測居服員留任意願的重要因素。以臺北市與新北市的居家服務單位為研究母體，經立意抽樣各別選取居服人數較多的前五間機構，問卷採自填方式，由督導員於在職訓練中協助發放與回收，共發放350份，有效問卷總計308份，回收率達88％。研究結果顯示工作意義與工作條件為主要影響留任之因素，當居服員能投入工作且受到肯定、認同工作專業度、勝任工作、且工作界限能畫分清楚、得到居服督導的協助與支持、且有穩定並足夠的薪資，其留任意願會愈高，逐步迴歸可以解釋達37.2%的變異量；另外，透過階層化迴歸分析預測留任意願發現三個模式共可解釋達36.8％的變異量，顯著的變項與逐步迴歸前四個變項一致，確認工作意義與工作條件仍是主要對留任的預測力，其中工作意義部分預測力更大。
This study tries to investigate homecare service workers who are willing to retain in the workforce. Purpose: The purpose of the study are as follows: to understand homecare workers' viewpoints of the work meaning and work conditions, to investigate the relationship of important personal characteristics, the work meaning, and work conditions as well as the job retention, and to predict the factors which may affect the job retention. Method: Homecare service agencies in Taipei City and New Taipei City are the population. We purposefully select the five larger agencies in each city. The homecare supervisors handed out the self-reported questionnaires and then collected in their training session. Finally, 308 valid data were collected. The response rate is 88%. Results: The findings show that if the workers commit into the work and receive high recognition and assertion, identify with the work professionalism, feel competent, have clear work-setting boundary, have supervisor's assistance and support, have stable and adequate wage, will have higher willingness of job retention. The total variance of the stepwise regression is 37.2%. It is a moderate level in social research. In addition to stepwise regression, hierarchical regression can demonstrate different effects of 3- set independent variables. The significant factors are similar to the former four factors in stepwise regression. The total variance of the hierarchical regression is 36.8%. Conclusion: Effective retention strategies may provide fruitful personnel and workers with efficacy. It is an important method to stabilize the workforce of homecare service.
期刊論文
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7.Rosso, Brent D.、Dekas, Kathryn H.、Wrzesniewski, Amy(2010)。On the meaning of work: A theoretical integration and review。Research in Organizational Behavior，30，91-127。  new window
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9.王郁智、朱正一、洪光良、章淑娟(20041200)。護理人員留任意願文獻探討。慈濟護理雜誌，3(4)，8-12。  延伸查詢new window
10.吳淑瓊、陳亮汝、張文瓊(20130300)。臺灣居家服務人力：現況與未來發展。社區發展季刊，141，101-112。new window  延伸查詢new window
11.吳玉琴(20040600)。臺灣居家服務的現況與檢討。社區發展季刊，106，132-140。new window  延伸查詢new window
12.Price, J. L.(2001)。Reflections on the determinants of voluntary turnover。International Journal of Manpower，22(7)，600-624。  new window
13.楊筱慧(20141200)。居家服務工作的任職、留任與離職因素。臺灣社會福利學刊，12(1)，165-214。new window  延伸查詢new window
14.楊筱慧(2011)。誰來照顧？居家服務方案對服務使用之影響。臺灣高齡服務管理學刊，1(2)，97-119。  延伸查詢new window
15.Airila, A.、Hakanen, J.、Punakallio, A.、Lusa, S.、Luukkonen, R.(2012)。Is work engagement related to work ability beyond working conditions and lifestyle factors?。International Archives of Occupational and Environmental Health，85(8)，915-925。  new window
16.Brannon, S. D.、Kemper, P.、Heier-Leitzell, B.、Stott, A.(2010)。Reinventing management practices in long-term care: how cultural evolution can affect workforce recruitment and retention。Generations: Journal of the American Society on Aging，34(4)，68-74。  new window
17.Chou, R. J.、Robert, S. A.(2008)。Workplace Support, Role Overload, and Job Satisfaction of Direct Care Workers in Assisted Living。Journal of Health and Social Behavior，49，208-222。  new window
18.Ellenbecker, C. H.、Porell, F.、Samia, L. W.、Byleckie, J. J.、Milburn, M.(2008)。Predictors of Home Healthcare Nurse Retention。Health Policy and Systems，40(2)，151-160。  new window
19.Faul, A. C.、Schapmire, T. J.、D'Ambrosio, J.、Feaster, D.、Oak, C. S.、Farley, A.(2010)。Promoting Sustainability in Frontline Home Care Aides: Understanding Factors Affecting Job Retention in the Home Care Workforce。Home Health Care Management & Practice，22(6)，408-416。  new window
20.Fernando, F. C.、Jimenez, M. L.(2000)。Motivation and Burnout in Volunteerism。Psychology in Spain，4(1)，75-81。  new window
21.Fleming, G.、Taylor, B. J.(2006)。Battle on the Home Care Front: Perceptions of Home Care Workers of Factors Influencing Staff Retention in Northern Ireland。Health and Social Care in the Community，15(1)，67-76。  new window
22.Freund, A.(2005)。Commitment and Job Satisfaction as Predictors of Turnover Intentions among Welfare Workers。Administration in Social Work，29(2)，5-21。  new window
23.Kemper, P.、Heier, B.、Barry, T.、Brannon, D.、Angelelli, J.、Vasey, J.、Anderson-Knott, M.(2008)。What Do Direct Care Workers Say Would Improve Their Jobs: Differences Across Settings。The gerontologist，48(Special Issues 1)，17-25。  new window
24.Hanson, G. C.、Perrin, N. A.、Moss, H.、Laharnar, N.、Glass, N.(2015)。Workplace Violence against Homecare Workers and Its Relationship with Workers Health Outcomes: A Cross-Sectional Study。BMC Public Health，15(1)，1-13。  new window
25.Howes, C.(2005)。Living Wages and Retention of Homecare Workers in San Francisco。Industrial Relations，44(1)，139-163。  new window
26.Howes, C.(2008)。Love, Money, or Flexibility: What Motivates People to Work in Consumer- Directed Home Care?。The gerontologist，48，46-59。  new window
27.Howes, C.(2015)。Home: Care The Fastest Growing Low-Wage Industry。New Labor Forum，24(2)，98-105。  new window
28.Olsson, E.、Ingvad, B.(2001)。The Emotional Climate of Care-Giving in Home-Care Services。Health & Social Care in the Community，9(6)，454-463。  new window
29.McCaughey, D.、Kim, J.、McGhan, G.、Jablonski, R.、Brannon, D.(2010)。Who Needs Caring? We Do! Workplace Injury and Its Effect on Home Health Aides。Academy of Management Annual Meeting Proceedings，8(1)，1-6。  new window
30.Mittal, V.、Rosen, J.、Leana, C.(2009)。A Dual-Process Model of Retention and Turnover in the Direct Care Workforce: Insights from Qualitative Research。The Gerontologist，49(5)，623-634。  new window
31.Sagie, A.、Krausz, M.(2003)。What Aspects of the Job Have Most Effect on Nurses?。Human Resource Management Journal，13(1)，46-62。  new window
32.Seavey, D.(2010)。Caregivers on the Front Line: Building a Better Direct-Care Workforce。Journal of the American Society on Aging，34(4)，27-35。  new window
33.Sims-Gould, J.、Byrne, K.、Craven, C.、Martin-Matthews, A.、Keefe, J.(2010)。Why I Became a Home Support Worker: Recruitment in the Home Health Sector。Home Health Care Services Quarterly，29(4)，171-194。  new window
34.Steger, M. F.、Dik, B. J.、Duffy, R. D.(2012)。Measuring meaningful work: the work and meaning inventory。Journal of Career Assessment，20(3)，322-337。  new window
35.Stone, Robyn I.(2004)。The Direct Care Worker: The Third Rail of Home Care Policy。Annual Review of Public Health，25(1)，521-537。  new window
36.Tourangeau, Ann、Patterson, Erin、Rowe, Alissa、Saari, Margaret、Thomson, Heather、MacDonald, Geraldine、Cranley, Lisa、Squires, Mae(2014)。Factors influencing home care nurse intention to remain employed。Journal of Nursing Management，22(8)，1015-1026。  new window
37.Halbesleben, Jonathon R. B.、Wheeler, Anthony R.(2008)。The relative roles of engagement and embeddedness in predicting job performance and intention to leave。Work & Stress: An International Journal of Work, Health & Organisations，22(3)，242-256。  new window
研究報告
1.沈慶盈、龔煒媛、王幼蘭(2011)。居家照顧服務人力聘用困境及其因應策略之研究。  延伸查詢new window
學位論文
1.詹秀玲(2005)。居家服務中照顧服務員之勞動特質及互動關係--以桃園縣為例(碩士論文)。元智大學，桃園。  延伸查詢new window
2.葉建鑫(2009)。老人長期照顧機構人力資源管理措施與專業人力之留任意願關係探討(碩士論文)。長庚大學。  延伸查詢new window
3.林燕姿(2010)。照顧服務員感受之督導功能、工作滿意度與留職意願之關係研究--以臺灣南部七縣市為例(碩士論文)。長榮大學。  延伸查詢new window
4.林家淯(2012)。居家照顧服務員的工作壓力及其影響因素之研究(碩士論文)。國立臺北大學。  延伸查詢new window
5.陳曼華(2003)。照顧服務員留任因素之探討-以台北縣市長期照護之機構為對象(碩士論文)。國立台北護理學院。  延伸查詢new window
6.黃柏菁(2014)。居家服務員工作壓力及壓力因應之探討(碩士論文)。長榮大學。  延伸查詢new window
7.蔡麗珍(2007)。不同屬性照顧服務員工作投入、工作滿足、工作表現相關因素之探討--以中部某教學醫院為例(碩士論文)。亞洲大學，臺中。  延伸查詢new window
8.鄭洺洋(2013)。照顧服務員工作價值觀與工作滿意關係之研究--以高雄市為例(碩士論文)。南華大學。  延伸查詢new window
9.江孟冠(2002)。長期照護管理者之人力資源管理措施與照顧服務員留任關係之探討(碩士論文)。國立臺灣大學。  延伸查詢new window
10.簡士評(2001)。招募管道成效之評估(碩士論文)。國立中央大學，桃園。  延伸查詢new window
11.林貞慧(2003)。老人居家服務督導功能有效性品質之探討(碩士論文)。東海大學。  延伸查詢new window
圖書
1.Atchley, R.C.(1996)。Frontline Workers in Long-Term Care: Recruitment, Retention, and Turnover Issues in an Era of Rapid Growth。Oxford, Ohio：Scripps Gerontology Center at Miami University。  new window
2.Stone, Robyn I.、Wiener, Joshua M.(2001)。Who will care for us? Addressing the long-term care workforce crisis。Urban Institute。  new window
3.陳順宇(2009)。迴歸分析。臺北：三民書局。  延伸查詢new window
4.Mickus, M.、Luz, C. C.、Hogan, A.(2004)。Voices from the front: Recruitment and Retention of Direct Care Workers in Long-Term Care ACROSS Michigan。Michigan State University。  new window
5.陳寬裕、王正華(2011)。論文統計分析實務：SPSS與AMOS的運用。臺北：五南圖書出版有限公司。  延伸查詢new window
6.Field, Andy(2013)。Discovering statistics using SPSS。SAGE。  new window
7.邱皓政(2011)。量化研究與統計分析。五南圖書公司。  延伸查詢new window
8.Barbarotta, Linda(2010)。Direct Care Worker Retention: Strategies for Success。Institute for the Future of Aging Services and the American Association of Homes and Services for the Aging。  new window
9.Feldman, P. H.、Sapienza, A.、Kane, N.(1990)。Who Cares for Them? Workers in the Home Care Industry。New York：Greenwood Press。  new window
10.吳明隆、涂金堂(2005)。SPSS與統計應用分析實務。五南圖書出版股份有限公司。  延伸查詢new window
11.呂寶靜(20120000)。老人福利服務。五南。new window  延伸查詢new window
其他
1.內政部(2007)。96年居家服務補助使用者調查摘要分析，http://sowf.moi.gov.tw/stat/Survey/96年居家服務補助使用者調查摘要分析.pdf。  延伸查詢new window
2.衛生福利部(2015)。長期照顧服務量能提升計畫（104年至107年），http://www.mohw.gov.tw/cht/LTC/DM1_P.aspx?， 。  延伸查詢new window
3.Arnoux-Nicolas, C.，Sovet, L.，Lhotellier, L.，Di Fabio, A.，Bernaud, J.-L.(2016)。Perceived Work Conditions and Turnover Intentions: The Mediating Role of Meaning of Work，http://doi.org/10.3389/fpsyg.2016.00704。  new window
4.Dawson, S. L.(2007)。Recruitment and Retention of Paraprofessionals: A Presentation to the Institute of Medicine's Committee on the Future Health Care Workforce for Older Americans，http://phinational.org/sites/phinational.org/files/clearinghouse/Dawson_IOM_6-28-07.pdf。  new window
圖書論文
1.謝美娥(2015)。居家服務人力的留任因素與實證。老人居家照顧的服務與治理。五南圖書出版股份有限公司。  延伸查詢new window
 
 
 
 
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