Factors to promote care-managers’ job retention using “Actual Conditions and Attitude Survey of Care Workers, 2008”

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  • ケアマネジャーの定着促進要因に関する実証分析
  • ケアマネジャーの定着促進要因に関する実証分析 : 「介護労働者の就業実態と就業意識調査2008」を用いて
  • ケアマネジャー ノ テイチャク ソクシン ヨウイン ニ カンスル ジッショウ ブンセキ : 「 カイゴロウドウシャ ノ シュウギョウ ジッタイ ト シュウギョウ イシキ チョウサ 2008 」 オ モチイテ
  • ――「 介護労働者の就業実態と就業意識調査 2008」を用いて ――

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Abstract

<p>  Long-term care insurance law was amended in 2005 and policies which promote aging-in-place have been more strongly emphasized. Care-managers are expected to play an important role in terms of the elderly’s community based care. However, the recent change in the system has brought them a heavy burden of work and a condition leading to burn out. This study used data from Care Work Foundation’s survey on care-managers (794 people) in 2008 to find factors which influence care-managers’ job retention. The results showed that factors of job satisfaction concerning “work content”, “personal valuation and treatment” and “personal relationship among staff” had an affect on care-managers’ intention to stay, but “wages” and “job conditions” did not have significant influence. Care-managers who work at NPOs are less likely to wish to stay on their job. On the contrary, those who work at Social Welfare Councils are more likely to stay on their job. From these results, it can be concluded that important factors to promote job retention are job satisfaction with work content, personal valuation, and personal relationships. Organizational factors such as ownership may also affect care-managers’ intention to stay on their job.</p>

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