Research On The Occupational Stability And Influencing Factors Of The Elderly Service Workers

With the increasing aging,aging,empty nesting and disability of the population,there is a phenomenon of "unrecruited,poorly managed,and unsustainable" elderly care providers,and the supply and demand of elderly care services is unbalanced.Increasing the job satisfaction of pensioners and reducing the turnover rate are increasingly urgent.At present,research on occupational stability at home and abroad has focused on occupations such as migrant workers,doctors,and teachers,and less on the occupational stability of pensioners.Most of the literature analyzes and recommends the current situation of pensioners,while few use quantitative analysis to analyze the factors that affect the occupational stability of pensioners.Different individual characteristics,working environment,and organizational support have different effects on the occupational stability of pension service employees.Therefore,it is necessary to use quantitative methods to analyze the occupational stability of pensioners.Based on field survey data,this article uses a variety of quantitative methods to analyze the factors that affect the occupational stability of pensioners.Based on this,we explore the promotion of pensions.Effective measures for occupational stability of service employees.At the beginning of this article,the background of the article research and the significance of the topic selection are clarified.The relevant literatures affecting occupational stability at home and abroad are sorted out.Based on field surveys and relevant official data in Nanchang,an empirical study on the occupational stability of pensioners in Nanchang was carried out.Three analytical methods were mainly used: descriptive analysis,correlation test,and logistic regression.Descriptive statistical analysis found that: in terms of individual characteristics,education level and marital status were positively related to the intention to leave;other variables were negatively related to the intention to leave;in terms of working environment,working hours variables were positively related to the intention to leave,and the remaining variables were negatively related.Relationship;how long the organization supports to participate in training is positively related to the willingness to leave,and the remaining variables are negatively related.Correlation analysis found that among the individual characteristics,gender,education level,job classification,health status variables had no significant relationship with the willingness to leave,and age,marital status,time of employment,and vocational skills certificate variables had a positive correlation with the willingness to leave.,Family support for work has a negative correlation with the willingness to leave.In terms of working environment,working hours are positively correlated with monthly income and turnover intention,and the remaining variables are negatively correlated.In terms of organizational support,there was a negative correlation between variables and willingness to leave.Through logistic regression analysis,it was found that among the individual characteristics,gender,job classification and vocational skills certificate were not significantly related.Family support for work and their own health status were negatively related to turnover,and the rest were positively related.In terms of working environment,there is no significant correlation between working hours and the willingness to leave,the monthly income is positively correlated with the willingness to leave,and the remaining variables are negatively correlated.Organization support variables were negatively related to turnover intentions.Based on the empirical results,the main measures to reduce the willingness of staff to leave are: First,eliminate social prejudice and occupational discrimination,and establish a good social image of the staff.Secondly,improve the working environment of the elderly service industry.Then,actively carry out skills training for nursing staff.Finally,strengthen the support of the organization and build a multi-functional coordination mechanis...