Prognostic effects of selection, optimization and compensation strategies on work ability: results from the representative lidA cohort study on work, age, and health in Germany

Non-human and human service efficiency of long-term care facilities in China

Introduction

Care services provided by long-term care facilities (LTCFs) are currently plagued by care resource shortages and insufficient utilization. The analysis on the temporal and spatial distribution of human resources and non-human resources in LTCFs, could provide a basis to optimize resource allocation and efficient use of limited resources.

Methods

This study used data envelopment analysis to comprehensively evaluate the efficiency of human and non-human resources in different time spans and regions. The spatial Markov chain and spatial correlation were also applied to explore the heterogeneity of and correlation between the service efficiency of LTCFs in different regions and then analyzes the influencing factors of efficiency using Tobit regression model.

Results

The quantitative changes in the service efficiency of LTCFs in various provinces showed a "W" shape in two periods, ranging from 0.8 to 1.6. The overall efficiency of LTCFs in different regions had a lower probability to achieve short-term cross-stage development. Non-human resource efficiency presented a "cluster" distribution mode, demonstrating a great probability to achieve cross-stage development, which might be due to the regional disparities of economic development and land resource. Tobit regression analysis results also showed that the comprehensive efficiency of LTCFs decreases by 0.210 for every square increase in construction space variation. However, human resource efficiency had a significant spatial polarization, making it difficult to develop area linkages. The reason for this might be the nursing staff have relatively stable regional characteristics, weakening the inter-provincial spatial connection. We also found that female workers, aged between 35 and 45 can positively affect the efficiency of LTCFs. Those staff stay focused and improve their skills, which might improve the efficiency of LTCFs. So improving technology and service quality changes by increasing female workers, aged between 35 and 45, and avoiding excessive construction space changes can enhance the growth of service quality and personnel stability of LTCFs.

Conclusion

There is an urgent trade-off among staff quality improvement, resource reduction, construction excessive and substantial regional variation in efficiency. Therefore, strengthening policy support to encourage inter-regional initiatives, particularly highlighting the development of human resources interaction and common development is urgent.

Exploring the Use of Selection, Optimization, and Compensation Strategies Beyond the Individual Level in a Workplace Context - A Qualitative Case Study

Due to aging populations and the prolonging of working lives, the number of senior workers will increase. Therefore, this study investigates the use of SOC strategies (Selection, Optimization, and Compensation) across organizational levels as a means for senior workers to maintain workability and age successfully at work. The need to expand the perspective of the SOC model beyond the individual level, when applied to a work context, has been emphasized theoretically in the literature, nevertheless, SOC strategies have so far only been examined at the individual level. This study is the first to explore SOC strategies at the organizational, leadership, and group level. We focus on senior employees and the SOC strategies they use to balance out demands and limited resources. Based on 23 semi-structured interviews with senior employees and immediate managers at two hospitals (nurses), and two dairies (skilled/unskilled workers), we explore which specific SOC strategies are used at each level and reflect on the applicability of broadening the perspective of the SOC model when applying it to a work context. Based on the empirical findings and the discussion of the empirical exploration of SOC strategies beyond the individual level, we argue that it is advantageous to further pursue this line of inquiry and include the group, leadership, and organizational level when applying the SOC model in a work setting.

Selection, optimization and compensation strategies and their relationship with well-being and impulsivity in early, middle and late adulthood in a Polish sample

BACKGROUND

The model of selection, optimization, and compensation (SOC model) characterises the life management strategies that contribute to successful development. Although the SOC model is an important developmental theory, until now there has been no Polish version of a measurement tool for SOC strategies. The studies conducted so far have consistently indicated a relationship between the use of these strategies and well-being. In contrast, the relationship between SOC strategies and impulsivity has not yet been empirically examined, although there are theoretical premises to assume its existence. The aim of the study was to compare the use of SOC strategies in early, middle and late adulthood, and to investigate the relationship between the use of SOC strategies and well-being and impulsivity, using a newly developed Polish version of the SOC Questionnaire (SOC48-PL).

METHODS

The study applied a quantitative approach. The sample comprised 589 Poles from three age groups: early adulthood (n = 186, 20-35 years), middle adulthood (n = 165, 40-55 years) and late adulthood (n = 238, 60-85 years). In the study, in addition to the SOC48-PL questionnaire, the Short Depression-Happiness Scale (SDHS) and the Short UPPS-P Impulsive Behavior Scale (S UPPS-P) were used.

RESULTS

Developmental differences in the use of SOC strategies are rather slight, with considerable individual differences within age groups. The study revealed some indications of a 'developmental peak' of SOC strategies in middle adulthood. The use SOC strategies is positively related to well-being. In turn, the relationship between the use of SOC strategies and impulsivity is negative, especially for two dimensions of impulsivity: lack of premeditation and lack of perseverance.

CONCLUSIONS

The results only slightly confirm the assumed age-related differences in the use of SOC strategies and point to a large role of individual differences. The revealed positive relationships of SOC strategy use with well-being and negative with impulsivity are consistent with expectations. With the present study, the SOC48-PL questionnaire may find application in further studies on the SOC model involving the Polish population, as well as in the measurement of SOC strategies in psychological practice. Furthermore, the identified associations of SOC strategies with well-being and impulsivity can be taken as initial indications for the development of interventions based on teaching the use of SOC strategies. Cross-cultural comparisons, long-term longitudinal studies on changes in the use of SOC strategies over the life course, and combining quantitative and qualitative approaches in the analysis of the use of SOC strategies in practice are worth mentioning as directions for further research.

Development of a Questionnaire for Measuring Employees' Perception of Selection, Optimisation and Compensation at the Leadership, Group and Individual Levels

This study is the first to develop a questionnaire to measure employees’ perceptions of the use of the action strategies selection, optimisation, and compensation (SOC) beyond the individual level, which has so far been lacking in research and practice. The study thus contributes an important tool for research into the role of SOC strategies at the leadership, group, and individual levels for long and healthy working lives. It may also be used by practitioners as a tool to provide input when developing targeted interventions to support long and healthy working lives. The development of the questionnaire was based on SOC theory, qualitative and cognitive interviews, and existing SOC questionnaires. The validity and reliability of the questionnaire were tested on data from a cross-sectional survey with responses from 785 nurses and 244 dairy workers. Results from confirmatory factor analyses supported the theoretically expected nine-factor structure of the questionnaire in both study populations (nurses and dairy workers). Furthermore, the results largely supported the criterion validity and internal reliability of the scales in the questionnaire. Nevertheless, further validation across additional occupational groups is needed.

Differences in determinants of intention to stay and retention between younger and older nursing assistants in long-term care facilities: A longitudinal perspective

AIMS

This study examines differences in the determinants of intention to stay (Time 1) and actual retention behaviour at follow-up (Time 2) between younger and older nursing assistants in long-term care facilities.

BACKGROUND

The shortage of nursing assistants in long-term care is increasing, and the nursing assistant workforce is also ageing.

METHODS

Data were obtained from a stratified equal probability sample of 595 nursing assistants from 137 institutions over a two-year period in Taiwan. Multilevel modelling was utilized for analyses.

RESULTS

High organisational support and low burnout were associated with high intention to stay at Time 1 for both older and younger nursing assistants. However, the retention of older nursing assistants at Time 2 was more strongly influenced by high work latitude, the use of an optimization strategy and less burnout at Time 1, while the retention of younger nursing assistants at Time 2 was more likely to be affected by personal factors such as gender and marital status at Time 1.

CONCLUSION

Organisational factors, the use of selection, optimization, compensation strategies, and burnout were more strongly associated with retention of older nursing assistants than of younger nursing assistants.

IMPLICATIONS FOR NURSING MANAGEMENT

Nursing assistant managers should recognize the needs of nursing assistants vary by age and stage of life. Retention programs that are designed to account for age differences will be more effective at retaining nursing assistants.