Academic literature on the topic 'Nursing homes Employees Job stress Indonesia'

Abstract Although research on factors mitigating the negative impact of strain/stress experienced by nursing home (NH) workers during the pandemic is emerging, there is no research on how COVID-19-related work stress and employer supports influence NH workers decision to resign. The purpose of this study was to investigate if high quality communication related to COVID-19 by the employer – a form of job support - can mitigate the impact of work stress on NH employees (N=1,730) decision to resign by optimizing employees’ preparedness to care for residents with COVID-19. Guided by the Job-Demands-Control-Support Model and employing path analyses, results indicate that higher stress was associated with greater likelihood of resigning, which operated through the paths of communication quality and preparedness. While higher stress was associated with less optimal quality of communication, good quality of communication was associated with more optimal preparedness which was associated with reduced likelihood of leaving one’s job.

COVID-19 posed enormous challenges for nursing home staff, which may have caused stress and mental health problems. This study aimed to measure the prevalence of mental health problems among nursing home staff and investigate the differences in job demands, work functioning and mental health between staff with and without COVID contact or COVID infection and across different levels of COVID worries. In this cross-sectional study, 1669 employees from 10 nursing home organizations filled in an online questionnaire between June and September 2020. The questionnaire measured the participants’ characteristics, COVID contact, infection and worries, job demands, work functioning, depressive symptoms and burnout. Differences were investigated with multilevel models to account for clustering at the organization level. Of the participants, 19.1% had high levels of depressive symptoms and 22.2% burnout. Job demands, work functioning, depressive symptoms and burnout differed between participants who never worried and participants who often or always worried about the COVID crisis. Differences were smaller for participants with and without COVID contact or infection. Most models improved when clustering was accounted for. Nursing homes should be aware of the impact of COVID worries on job demands, work functioning and mental health, both at the individual and organizational level.

This study aims to explain: (i) shift jobs in Indonesian International Return Migrant (IIRM) between before and after becoming a international migrant; (ii) migrant jobs in the destination country and after returning to Indonesia; and (iii) duration of time as IIRM and number of countries of work. This study uses a theoretical framework of needs and stress theory. This study uses survey design and case studies and selected the location of studies in the Central Java. The determination of the sample size of this study uses the Krejcie and Morgan techniques. Based on the calculation results, the number of respondents in this study was 313 respondents. The number of informants for this study was 60 people. Data collection uses structured interview methods, in-depth interviews, and focus group discussions. Data analysis uses descriptive statistical analysis and qualitative descriptive analysis. The analysis showed that a significant shift in migrant worker occurred in the employment of labor who switched to trade, before working abroad as much as 22.7% to 9.3% and the trade sector from 4.8% to 20.4%, in addition to the agricultural sector (8.6% to 11.8%) and services (2.9% to 6.1%). The duration of time for migrants working abroad for more than 4 years is 50.8%. The main objective of international migration for Indonesian migrants is Southeast Asia, 38% and second, East Asia, which is almost 29%. The employment sector that absorbs the most labor in various destination countries is domestic work (69%), which includes 60% of domestic work (household work) and 8% in nursing homes. In addition, migrants work in the plantation sector, which is 6.5%. These three jobs are known as smelly, heavy and dangerous (S.H.D) or in Indonesia as bau, berat, bahaya (3B), which are usually a relatively for work force segment of low education.

Penelitian ini bertujuan untuk menguji dan menganalisa pengaruh konflik peran dan ambiguitas terhadap kinerja melalui kepuasan kerja pada tenaga fungsional RSUD Sekadau. Metode penelitian yang digunakan merupakan jenis penelitian non-eksperimental dengan pendekatan kuantitatif, deskriptif korelasi dan desain cross-sectional. Populasi dalam penelitian ini adalah seluruh tenaga fungsional RSUD Sekadau yang berjumlah 181 orang dengan sampel yang diambil adalah 123 orang tenaga fungsional RSUD Sekadau. Alat analisis yang digunakan adalah analisis jalur (path analysis) dengan metode SEM (structural equation modelling) menggunakan WarpPLS versi 6.0. Hasil penelitian menunjukkan terdapat pengaruh positif signifikan konflik peran terhadap kinerja, terdapat pengaruh negatif signifikan ambiguitas terhadap kinerja, terdapat pengaruh negatif signifikan antara konflik peran dan ambiguitas terhadap kepuasan kerja, terdapat pengaruh negatif signifikan kepuasan kerja terhadap kinerja, terdapat pengaruh positif signifikan antara konflik peran dan ambiguitas terhadap kinerja melalui kepuasan kerja. Nilai profesionalisme menjadi penting untuk variabel konflik peran, tanggung jawab menjadi faktor penting untuk variabel ambiguitas, hubungan yang baik dengan profesi lain di Rumah Sakit menjadi penting untuk variabel kepuasan kerja dan karyawan memahami harapan pekerjaan dan tetap melaksanakannya sesuai dengan tanggung jawab merupakan nilai penting untuk variabel kinerja. Kata kunci : Konflik Peran, Ambiguitas, Kepuasan Kerja, KinerjaDAFTAR PUSTAKAAhmed, S., Manaf, N.H.A., & Islam, R. (2017). 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The recruitment, hiring, and retention of registered nurses (RNs) is of critical concern for nursing home administrators. Many times, nursing homes unsuccessfully compete with hospitals and staff relief agencies for available RNs (Braddy, Washburn, & Carroll, 1991). Understanding the factors that influence nurses to seek a particular employer is significant in recruitment and hiring. Factors related to nursing decisions to choose employment in nursing homes were identified in this descriptive study.Price and Mueller's (1981) Causal Model for Turnover (CMT) provided a conceptual framework for the study. The investigator used a revised form of an instrument developed by Price and Mueller for a 1981 study of hospital turnover. The instrument contained 67 items presented in a combination of 59 multiple choice items and 8 five-point Likert-type items. The reliability for each of the seven subscales was equal to or greater than .70.A sample of 300 full-time RNs with tenure of at least 6 months employment with a large for profit corporation was selected for this study. Questionnaires were mailed to participants with a letter of introduction from the investigator and the divisional vice president of the corporation. Subjects were provided with a self-addressed, stamped envelope to be used to return completed questionnaires. A follow-up call was done one week after the mailing requesting return of all completed questionnaires.There were no risks or ill effects from participating in this study. Respondents were free to ask any questions during the study. The agency and respondents were not identified in the sampling and the results of the study. Completion of the questionnaire was interpreted as the respondent's agreement to participate in the study.Results should help administrators understand the factors that influence registered nurses to seek employment in nursing homes. The results of the study should be utilized in reviewing current recruitment, hiring, and retention strategies.
School of Nursing

The nursing home industry has low registered nurse retention rates. Low retention rates can be related to job satisfaction. The nursing home industry needs qualified registered nurses (RNs) who are satisfied with all aspects of their jobs. The purpose of this study was to examine factors affecting job satisfaction of RNs currently employed in nursing homes using Herzberg's (1968) Dual Factor Theory.Herzberg (1968) has identified internal factors that motivate employees on the job. If intrinsic factors are met, the employee is satisfied. Extrinsic factors, if present, will not satisfy the employee, but will prevent dissatisfaction (Herzberg, 1968). The Minnesota Satisfaction Questionnaire - Short Form, was used to determine the intrinsic, extrinsic and general satisfaction scores of 48 (480) RNs currently employed in ten nursing homes from the midwest. Confidentiality and anonymity of the subjects were maintained as questionnaires contained no identifying information.Findings supported previous studies on job satisfaction of RNs employed in nursing homes. Participants did not identify intrinsic factors as being fully satisfactory, but responses were closer to satisfied than dissatisfied. Extrinsic factors were not sources of dissatisfaction, but responses were closer to dissatisfied than satisfied. General satisfaction scores determined respondents were not fully satisfied, but were closer to neutral scores. Responses were closer to being satisfied than not. Conclusions were that extrinsic and intrinsic factors influence job satisfaction.Implications call for examination of factors effecting job satisfaction. Managers should increase job security, social services, activites, independence and variety. Human relations, company policies and technical supervision should be open to input from staff as to how the extrinsic motivational factors can be improved. Recommendations include replication of this study with a large sample size; assuring nurses under 40 years of age participate in further studies and the need for nursing home administrators to address intrinsic and extrinsic factors that affect job satisfaction.
School of Nursing

This study was designed to examine the relationship between job satisfaction, work stress, and work value orientation in a sample of nursing home aides. It was hypothesized that 1) organizational stress would impact job satisfaction in a curvilinear manner in such a way to form an inverted U-shape; 2) job risk, a second element of work stress, would also share the same curvilinear relationship with job satisfaction; 3) work value orientation would be significantly related to job satisfaction. Data were analyzed by conducting Curve Estimations and a bivariate regression. Results did not provide support for the hypotheses. Regressions analyzing work stress did provide support for a linear relationship between work stress and job satisfaction. Implications and limitations of the findings were discussed as were recommendations for future research.
Department of Counseling Psychology and Guidance Services