[Psychosocial burden and strains in geriatric nursing: comparison of nursing personnel with and without migration background].
Psychosoziale Belastungen und Beanspruchungen in der Altenpflege: Vergleich zwischen Pflegekräften mit und ohne Migrationshintergrund.
Aged
Cost of Illness
Cross-Sectional Studies
Emigrants and Immigrants
/ psychology
Emotions
Employment
/ organization & administration
Geriatric Nursing
Germany
Humans
Job Satisfaction
Nursing Staff
/ psychology
Social Support
Surveys and Questionnaires
Workload
/ psychology
Workplace
/ organization & administration
COPSOQ
Employees with migration background
Nursing staff
Psychosocial burden
Psychosocial strain
Journal
Zeitschrift fur Gerontologie und Geriatrie
ISSN: 1435-1269
Titre abrégé: Z Gerontol Geriatr
Pays: Germany
ID NLM: 9506215
Informations de publication
Date de publication:
Oct 2019
Oct 2019
Historique:
received:
07
06
2017
accepted:
17
05
2018
revised:
31
01
2018
pubmed:
27
6
2018
medline:
9
10
2019
entrez:
27
6
2018
Statut:
ppublish
Résumé
Because of demographic changes the nursing care sector is faced with a lack of qualified employees in the medium and long term. The shortage in the work force is caused by high workloads and unfavorable working conditions. In response to this shortage, there have been attempts to recruit qualified nursing staff from abroad and also to improve the integration of people with a migration background living in Germany into the job market. Based on a quantitative cross-sectional study of 366 nurses, the psychosocial burden and strains among employees with a migration background (n = 112) and without a migration background (n = 254) were examined. For this purpose, 13 scales of the German version of the Copenhagen Psychosocial Questionnaire (COPSOQ) were used for the assessment of psychosocial factors at work. The results were compared with professional group-specific reference values (geriatric care) from the COPSOQ database. The comparison of nursing staff with and without a migration background revealed that the emotional demands, work-privacy conflict and role conflicts factors received a significantly better rating among nursing staff with a migration background, while development opportunities were rated worse by this population group. The surveyed nursing staff exhibited higher stress values compared to the COPSOQ reference group in almost all scales. Nursing staff with a migration background need to be supported with respect to development opportunities. Suitable education and training measures may offer adequate career perspectives and may encourage employees to stay in their jobs.
Sections du résumé
BACKGROUND
BACKGROUND
Because of demographic changes the nursing care sector is faced with a lack of qualified employees in the medium and long term. The shortage in the work force is caused by high workloads and unfavorable working conditions. In response to this shortage, there have been attempts to recruit qualified nursing staff from abroad and also to improve the integration of people with a migration background living in Germany into the job market.
METHODOLOGY
METHODS
Based on a quantitative cross-sectional study of 366 nurses, the psychosocial burden and strains among employees with a migration background (n = 112) and without a migration background (n = 254) were examined. For this purpose, 13 scales of the German version of the Copenhagen Psychosocial Questionnaire (COPSOQ) were used for the assessment of psychosocial factors at work. The results were compared with professional group-specific reference values (geriatric care) from the COPSOQ database.
RESULTS
RESULTS
The comparison of nursing staff with and without a migration background revealed that the emotional demands, work-privacy conflict and role conflicts factors received a significantly better rating among nursing staff with a migration background, while development opportunities were rated worse by this population group. The surveyed nursing staff exhibited higher stress values compared to the COPSOQ reference group in almost all scales.
CONCLUSION
CONCLUSIONS
Nursing staff with a migration background need to be supported with respect to development opportunities. Suitable education and training measures may offer adequate career perspectives and may encourage employees to stay in their jobs.
Identifiants
pubmed: 29943078
doi: 10.1007/s00391-018-1414-8
pii: 10.1007/s00391-018-1414-8
doi:
Types de publication
Journal Article
Langues
ger
Sous-ensembles de citation
IM
Pagination
589-597Références
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