Research of Work Climate at Nursing Home - From Job Separation and Management Capability Point

Abstract

Nursing care insurance system, which was introduced 14 years ago in Japan, helps our life. However, there are some problems such as job separation rate and excess and deficiency of employees at nursing home. “Care Work Foundation (CWF)” investigates about state of care work under name of the investigation “Actual Condition of Care Work” every year. According to the investigation in 2013, Staff Turnover Rate for one year (October 1st, 2012 – September 30th, 2013) was 16.6 % in all. And 56.5 % of the nursing care staff felt that the employee’s number was insufficient. (Insufficient = “greatly insufficient” + “insufficient” + “somewhat insufficient”) In this research, the work climate at nursing home regarding Staff Turnover Rate and the management capability, which was not analyzed by “Actual Condition of Care Work”, was carried out on 44 nursing homes in my company. Specially, analyzed the employee satisfaction, and examined the correlation of the reason and the timing of leaving their job. In addition, there are 6 points as management capability of nursing home; “management principle” “performance capability” “nursing ability” “expressing gratitude to others” “employee satisfaction” “customer satisfaction”. Moreover the correlation of Staff Turnover Rate and the management capability on each nursing home was examined as well. These 6 points are based on the screening criterion of a management quality grand-prix. These 6 points are large categories, and there are 20 medium categories inside large category. “Management principle” has a medium category “empathy degree to management principle”. “Performance capability” has 5 categories; (1) operating ratio, (2) admission rate, (3) Staff Turnover Rate, (4) labor cost rate, (5) number of nonconformity to ISO. “Nursing ability” has 3 categories; (1) Achievement rate of short-term target, (2) Number of accidents during the care, (3) Number of incident reports. “Expressing gratitude to others”; (1) number of “Thanks” Card, (2) number of “Voice for Super Court Staff” Card. “Employee satisfaction” has 4 categories; (1) satisfaction and fairness to the personnel evaluation, (2) number of interview, (3) Independent and caring personality, (4) employee satisfaction. In the “customer satisfaction”, there are 5 categories; (1) service satisfaction, (2) meal satisfaction, (3) cleaning satisfaction in community area, (4) cleaning satisfaction in the room, (5) total customer satisfaction. The research showed the trend that the lower Staff Turnover Rate at each nursing home becomes, the higher the “operating ratio of nursing home”. And the higher Staff Turnover Rate at each nursing home, the higher the “accident frequency rate during nursing care”. However, there is no correlation between Staff Turnover Rate and “degree of empathy to management principle”, “employee satisfaction” and “total customer satisfaction”. The results shows that the nursing home with the maximum number of thanks cards in the 44 nursing home is the least in Staff Turnover Rate.