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Naslov: Fluktuacija zaposlenih v dolgotrajni oskrbi Avtorji: ID Kos, Marija (Avtor) ID Zupančič, Vesna (Mentor) Več o mentorju... Datoteke: 2654$$marija_kos_magistrsko_delo.pdf (1,48 MB) MD5: D7CDA441C6148B19EA844F42147E02EB   Jezik: Slovenski jezik Vrsta gradiva: Magistrsko delo/naloga Organizacija: UNM FZV - Univerza v Novem mestu - Fakulteta za zdravstvene vede Opis: Izhodišča: Danes v Sloveniji in večini držav po svetu velik izziv predstavlja staranje prebivalstva in posledično vse večje povpraševanje po dolgotrajni oskrbi. Demografske spremembe vplivajo na različna področja življenja, zato je nujno, da se nanje odzovemo. Dolgotrajna oskrba v Sloveniji s svojo zakonsko ureditvijo in potrebnimi aktivnostmi zaostaja za ostalimi evropskimi državami. Nujno potreben sprejeti zakon o dolgotrajni oskrbi v Sloveniji se je sčasoma spremenil in dopolnil, še vedno pa prinaša velik izziv, saj je povpraševanje po oskrbi večje, kot je na voljo oskrbovalnega in zdravstvenega kadra. Stanje s kadrom v dolgotrajni oskrbi je dodatno poslabšala epidemija covida-19, ki je fluktuacijo ključnih izvajalcev dolgotrajne oskrbe še povečala. Namen raziskave je proučiti dejavnike, ki zavirajo in spodbujajo zaposlovanje v dolgotrajni oskrbi v Sloveniji, opozoriti na potrebne nujne ukrepe za spodbujanje zaposlovanja in podati pobude za promocijo zaposlovanja v dolgotrajni oskrbi. Metode: Uporabljena je bila kvalitativna metoda zbiranja podatkov s polstrukturiranimi intervjuji, izvajanimi v fokusnih skupinah ali individualno. Predloga za intervju je bil projekt Promocija poklicev v dolgotrajni oskrbi (V3-2243), sestavljen iz poglavitnih tematik in podtem, ki smo jih raziskovali. Sodelujoči v raziskavi (n = 35) so bili zaposleni in nekdanji zaposleni v domovih za starejše v Sloveniji ter po en predstavnik Ministrstva za solidarno prihodnost, Zbornice zdravstvene in babiške nege Slovenije in antropolog s področja dolgotrajne oskrbe, ki jim je bilo poslano vabilo za sodelovanje. Sodelovanje je bilo anonimno in prostovoljno. Rezultati intervjujev so bili analizirani s kodiranjem za opis in razumevanje tematike, ter podkrepljeni s citati sodelujočih. Prikaz rezultatov je v tabelarni in pripovedni obliki. Rezultati: Raziskava je pokazala, da zaposlovanje na področju dolgotrajne oskrbe v Sloveniji zavirajo predvsem neustrezni delovni pogoji, nizko plačilo, omejitve v izobraževalnem sistemu, pomanjkljiva ozaveščenost o dolgotrajni oskrbi, finančne omejitve organizacij, pomanjkanje ustrezno usposobljenega kadra in osebni dejavniki, kot so izgorelost, slabi odnosi v timu in nezadovoljstvo pri delu. Dejavnik, ki bi deloval spodbudno pri zaposlovanju, je predvsem v večjem številu kadra, višji plači, prilagoditvi delovnega časa in izboljšanju delovnih pogojev. Prav ti dejavniki so se poleg dejavnika, da je treba poklicem v dolgotrajni oskrbi povrniti ugled, izkazali tudi za nujno potrebne ukrepe za večje zaposlovanje v dolgotrajni oskrbi. Raziskava je pokazala, da imajo ključno vlogo pri promociji zaposlovanja v dolgotrajni oskrbi zaposleni, svojci uporabnikov dolgotrajne oskrbe, šole in glavni akterji države. Razprava: Raziskava je razkrila fluktuacijo zaposlenih v dolgotrajni oskrbi v Sloveniji, vzroke odhodov in ozavestila ozadje vplivajočih dejavnikov. Razkrila je ključne dejavnike, ki jih je treba razumeti in odpraviti, če si želimo v prihodnosti imeti varno in kakovostno dolgotrajno oskrbo z dovolj ustrezno usposobljenega kadra. Ključne besede: dolgotrajna oskrba, fluktuacija, zaposleni v zdravstveni negi in oskrbi Leto izida: 2025 PID: 20.500.12556/ReVIS-11570  Datum objave v ReVIS: 02.04.2025 Število ogledov: 43 Število prenosov: 0 Metapodatki:    Citiraj gradivo Navadno besedilo BibTeX EndNote XML EndNote/Refer RIS ABNT ACM Ref AMA APA Chicago 17th Author-Date Harvard IEEE ISO 690 MLA Vancouver : Kopiraj citat

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Sekundarni jezik

Jezik:	Angleški jezik
Naslov:	Employee turnover in long-term care
Opis:	Introduction: Like many countries worldwide, Slovenia faces the pressing challenge of an ageing population and the corresponding surge in demand for long-term care. These demographic shifts impact various societal sectors, making it imperative to address these shifts proactively. However, Slovenia’s long-term care system lags behind many European counterparts due to inadequate legal frameworks and delayed implementation of necessary policies. Although progress has been made—such as repeated revisions to the urgently needed Long-Term Care Act—significant challenges persist. The demand for care continues to outstrip the availability of services and qualified healthcare professionals. Compounding this issue, the Covid-19 pandemic exacerbated workforce shortages by accelerating turnover rates among essential long-term care providers, further straining an already fragile system. This research aims to identify systemic barriers and opportunities for improving employment in Slovenia’s long-term care sector. By analyzing factors that hinder or enhance workforce retention, the study seeks to propose actionable policy measures and strategic initiatives to address staffing shortages and ensure sustainable care for vulnerable populations. Methods: A qualitative research approach was employed, utilizing semi-structured interviews conducted both in focus groups and individual settings. The interview framework was adapted from the Promotion of Professions in Long-Term Care project (V3-2243), which guided the exploration of predefined core themes and subtopics. Participants (n = 35) included current and former employees of Slovenian elderly care homes, alongside key stakeholders: one representative each from the Ministry for a Solidarity Future, the Chamber of Health and Midwifery Care of Slovenia, and an anthropologist specializing in long-term care. All participants were recruited via invitation, and participation remained anonymous and voluntary throughout the study. This study provides valuable insights into employee turnover within the long-term care sector in Slovenia, highlighting the underlying reasons for employees' intentions to leave and increasing awareness of the factors influencing their decisions. The findings identify key determinants that require further investigation, targeted interventions, and practical implementation to ensure the future provision of safe and high-quality long-term care, supported by a sufficient and appropriately qualified workforce. The interview data were analyzed through thematic coding to identify patterns and deepen understanding of the subject matter, with illustrative participant quotes integrated to contextualize findings. Results are presented in a dual format—tabular summaries for structured insights and narrative descriptions to capture nuanced perspectives. Results: A total of 35 participants contributed to this study. The findings revealed systemic and structural barriers to employment in Slovenia’s long-term care sector. Primary impediments included inadequate working conditions, low remuneration, gaps in the education system (e.g., insufficient specialized training programs), and limited public awareness of long-term care as a profession. Organizational challenges, such as financial constraints and shortages of trained personnel, compounded these issues. At the individual level, burnout, poor team dynamics, and job dissatisfaction further deterred workforce retention. Conversely, participants identified improved staffing ratios, salary increases, flexible working hours, and enhanced workplace conditions as critical drivers of employment. Additionally, rebuilding the societal prestige of long-term care professions emerged as an urgent priority to attract and retain talent. Stakeholder analysis underscored the pivotal roles of care providers, families of care recipients, educational institutions, and state policymakers in addressing these challenges. Collaborative efforts among these groups were deemed essential to foster sustainable workforce growth in the sector Discussions: This study provides valuable insights into employee turnover within the long-term care sector in Slovenia, highlighting the underlying reasons for employees' intentions to leave and increasing awareness of the factors influencing their decisions. The findings identify key determinants that require further investigation, targeted interventions, and practical implementation to ensure the future provision of safe and high-quality long-term care, supported by a sufficient and appropriately qualified workforce.
Ključne besede:	long-term care, turnover, nursing and care staff.

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