Santhiny Rajamohan1, Davina Porock2, Yu-Ping Chang3. 1. Associate Professor of Nursing, Roberts Wesleyan College, Rochester, NY, USA. 2. Professor of Gerontology Nursing, Sheffield Hallam University, South Yorkshire, UK. 3. Associate Dean for Research and Scholarship, Patricia H. and Richard E. Garman Endowed Professor, School of Nursing, The State University of New York, University at Buffalo, Buffalo, NY, USA.
Abstract
BACKGROUND: The provision of quality care in nursing home (NH) facilities is an ongoing challenge, and the literature indicates that the quality of care (QOC) is often suboptimal. While it is highly recommended that NH facilities adopt a culture of person-centered care (PCC) to ensure quality care, the outcomes of this shift on staff working in NH settings has not been well studied. The purpose of this article was to understand the theoretical relationship between staff and job satisfaction, stress, turnover, and staff outcomes in PCC NH settings, by utilizing Cohen-Mansfield's (1995) comprehensive occupational stress model. METHODS: An integrative review of the electronic databases of research published in English between 2000 and 2015 was conducted. RESULTS: A review of 11 papers suggested that job satisfaction in the nursing workforce is positively related to consistency in QOC delivery and increased quality of life among residents in NHs. Management support and PCC practices positively correlate with improved QOC, staff satisfaction, and staff retention. CONCLUSIONS: This review showed that PCC intervention and training representing the key concept of workplace resources has a positive impact on NH staff job stress and satisfaction. CLINICAL RELEVANCE: Supporting the NH workforce through PCC training is essential for promoting job satisfaction and reducing job-related stress as well as turnover, which in turn will improve QOC delivered to the residents living in NHs.
BACKGROUND: The provision of quality care in nursing home (NH) facilities is an ongoing challenge, and the literature indicates that the quality of care (QOC) is often suboptimal. While it is highly recommended that NH facilities adopt a culture of person-centered care (PCC) to ensure quality care, the outcomes of this shift on staff working in NH settings has not been well studied. The purpose of this article was to understand the theoretical relationship between staff and job satisfaction, stress, turnover, and staff outcomes in PCC NH settings, by utilizing Cohen-Mansfield's (1995) comprehensive occupational stress model. METHODS: An integrative review of the electronic databases of research published in English between 2000 and 2015 was conducted. RESULTS: A review of 11 papers suggested that job satisfaction in the nursing workforce is positively related to consistency in QOC delivery and increased quality of life among residents in NHs. Management support and PCC practices positively correlate with improved QOC, staff satisfaction, and staff retention. CONCLUSIONS: This review showed that PCC intervention and training representing the key concept of workplace resources has a positive impact on NH staff job stress and satisfaction. CLINICAL RELEVANCE: Supporting the NH workforce through PCC training is essential for promoting job satisfaction and reducing job-related stress as well as turnover, which in turn will improve QOC delivered to the residents living in NHs.
Authors: Suhui Evelyn Li; Mynti Hossain; Boyd Gilman; Lauren V Forrow; Katie M Lee; Randall Brown Journal: Health Serv Res Date: 2022-02-21 Impact factor: 3.734
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