高齡者居家照服人力之離職因素探討

Factors associated with retention of home caregivers for the elder people

謝佳怡(Chia-yi Hsieh)

指導教授 ： 林文德

長榮大學/健康科學學院/醫務管理學研究所/碩士(2010年)

https://doi.org/10.6833/CJCU.2010.00020

摘要

研究目的：台灣人口老化快速，高齡者長期照顧之需求亦隨之增加，惟長期照顧人員流動率偏高，是發展長期照護事業的一大挑戰。本研究以某一提供居家照服之公司為例，欲達以下兩個目的：(1)描述居家照服員離職率(2)探討居家照服員之離職影響因素。
研究方法：本研究為回溯性世代研究，以提供居家照服公司之人事基本資料進行次級資料的分析。資料蒐集期間為2006年1月1日至2009年7月31日，研究對象為服務過顧客之居家照服員，共137位。以存活分析方法比較離職者與留任者兩者個人基本屬性(性別、年齡、教育程度、婚姻狀況)及工作特性(專職與否、月平均工作時數、同業工作經驗、服務年資)之差異。
研究結果：女性佔96％，平均年齡為48.77歲，教育程度為高中、已婚者佔大多數，多為兼職之家庭主婦或退休員工。目前無工作、無同業工作經驗者為佔多數，平均工作任期為10.27個月，平均工作時數為43.05小時。居家照服員之離職率為45.41%。以Cox迴歸模式分析中得知，顯示居家照服員之教育程度較高者，離職率較低。
結論與建議：本研究之個案公司居家照服員離職率，僅低於兼職零售員及國外護理之家照顧服務員，且於工作任期三個月內，有離職高峰，教育程度較高者離職率較低之結果與兼職零售員結果相近。建議應重視居家照服員之留任措施，並於招募人員時進行完整資料的蒐集，以利未來之留任研究。除此之外，亦建議未來增加外在環境與不同公司之比較分析，並利用「質性研究」方法深入探討居家照服員離職原因。

關鍵字

高齡者 ； 居家照服員 ； 離職率

並列摘要

Background and Objective: The demands for senior long-term home service had increased with swiftly aging population. However, higher turnover rates of long-term home caregivers had triggered a big challenge for the development of long-term look-after business. This research took a company with home service available for example. It was intended to reach below two goals: (1) describing the turnover rates of home caregivers and (2) exploring the influence factors for turnover factors of home caregivers.
Method: This research was operated by means of retrospective cohort study with the secondary data of basic personnel information about home service companies available for analysis. The data collecting duration started from January 1, 2006 to July 31, 2009. There were totally 137 home caregivers recruited as experimental subjects. The survival analysis was utilized to make distinction comparisons about basic attributes (genders, ages, academic background and marital status) and work characteristics (part-time or full-time, monthly average work hours, work experience in the same trade, seniority) between those who left or stay at their jobs.
Result: Females amounted to 96％ and average ages rated at 48.77. Most were high school graduates, married or retired women or housekeepers with full-time jobs. Most were jobless currently with an average working duration rated at 10.27 months and average working hours were 43.05. The turnover rate of home caregivers was 45.41%. Known from the analysis of Cox regression analysis, the turnover rate was lower among home caregivers with higher academic background.
Conclusion and Suggestion: The home service company under this research showed the turnover rate only lower than that of part-time retailer salesmen and foreign nursing attendants. Also, within initial 3 months, it was the peak duration of turnover. Home caregivers with higher academic background showed a lower turnover rate with a result quite similar to that of part-time retailer salesmen. It was suggested the measures to increase retained rates showed be highly emphasized. Also, when home caregivers were recruit, thorough information collection would be conducive to higher retained rates in future. Additionally, it was also suggested the upcoming researches would focus on comparison analysis on external environment of various companies. The qualitative research was also utilized to insightfully explore the turnover factors of home caregivers.

並列關鍵字

Senior ； Home Caregivers ； Turnover Rate

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