Study On The Influencing Factors And Incentive Countermeasures Of Aged Caregivers' Job Burnout In The Nursing Homes In Hangzhou

Objective: Aged caregivers in nursing homes are people who hands-on daily living care to the elderly in the nursing homes.Together with the specific characteristics their service object have,many aged caregivers are working with heavy workloads and long hours in the current situation of Imbalance between supply and demand on long-term care service,which lead to their poor health and work performance.Job burnout is one of the poor representative.This thesis aims to explore the present situation and characteristics of job burnout of Aged caregivers in the nursing homes in Hangzhou;Using Job Demands-Resources Model to build the influencing factors model and verify it,in addition,to analysis how the job burnout of aged caregivers develop.;Using ERG theory to analysis the job demands and job resources in order to provide some incentive countermeasures of aged caregivers in the nursing homes in Hangzhou.Methods:(1)By means of literature review,examined the research status about aged caregivers' job burnout and incentive,and retrospected the Job Burnout Theory,Job Demands-Resources Model,ERG Theory,which provide theoretical basis for study design and analysis;(2)By means of observation to guide interview and questionnaire design;(3)204 aged caregivers were randomly selected from 11 nursing homes which were selected according to the convenience sampling method.Using the questionnaire of the general demographic characteristics,the questionnaire of Job demands and resources,Job burnout scale to survey the aged caregivers;(4)Using Epidata3.1 software to establish a database,SPSS21.0 for statistical analysis.Statistical methods used in the study were descriptive statistics,T-test,One-Way ANOVA,Pearson Correlation and Hierarchical Regression Analysis;(5)By means of informal interview to supplement and explain the information that got from questionnaire survey.The interview mainly collect information about aged caregivers' job choosing motivation,subjective feeling about job demands and resources,and the expectation about their job.Results:(1)73% of the aged caregivers has moderate and high level of Emotional Exhaustion,19.1% of the aged caregivers has moderate and high level of Diminished personal accomplishment,95.6% of the aged caregivers has low level of Depersonalization.There are significant level difference on several general demographic characteristics;(2)Hierarchical regression analysis shows that,in the variables of demography,age,service year,level of professional qualifications and religious beliefs can forecast job burnout of aged caregivers.After control the effect of demography variables,several dimensions of the job demands and resources questionnaire can also forecast job burnout.Specifically,Workloads and Benefits has significant positive effect on Emotional Exhaustion,Respect has significant negative effect on Diminished personal accomplishment,Supervisor support and wage level has significant negative effect on Emotional Exhaustion,Depersonalization and Diminished personal accomplishment;(3)High level of job demands can cost aged caregiver's physical and psychological energy,which lead to Job burnout.Job resources lead to Job burnout when it can't meet the needs of aged caregivers.Besides,Job resources can be converted into Job demands when the supply of Job resources exceeds the needs of aged caregivers;(4)Aged caregivers in nursing homes in Hangzhou have a strong Existence needs and Relatedness needs,but have a weak Growth needs.Reflecting on the Job demands,Aged caregivers' needs manifest as the hope to decrease the workload and increase the rest time.Reflecting on the Job resources,Aged caregivers' needs manifest as they have a strong need on Respect,Peer support,Supervisor support and wage level.While have a weak needs on Benefits.Conclusions:(1)Aged caregivers in nursing homes in Hangzhou possess a serious level on Emotional Exhaustion,so we need to pay more attention to it;(2)In order to prevent and discovered job burnout in time,nursing homes should pay special attention to aged caregivers who are young,have shorter service year,have low level of professional qualifications and have religious beliefs;(3)Improving Workloads,Benefits,Respect,Supervisor support and wage level can be take when considering carry out the job burnout intervention and incentive;(4)In consideration of the needs of aged caregivers,the following incentive countermeasures can be take: By optimizing wage,man-hour and day-off system,carrying out labor supervision,promoting the application of modern science and technology in the elderly care service,etc.to guarantee Existence needs;By carrying out social work activities,strengthening publicity of long-term care for the elderly,exploring cooperation between volunteer organizations and nursing homes,etc.to guarantee Relatedness needs;By attaching importance to the training and promoting of frontline managers,guiding aged caregivers to enhance self-confidence to guarantee Growth needs.