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Journal articles on the topic 'Nursing Assistants'

Author: Grafiati

Published: 4 June 2021

Last updated: 29 March 2025

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1

Saiki, Masatoshi, Yukie Takemura, and Keiko Kunie. "An Intervention to Enhance Recognition of Nursing Assistant Roles and Enhance Information-Sharing." JONA: The Journal of Nursing Administration 54, no. 2 (February 2024): E8—E12. http://dx.doi.org/10.1097/nna.0000000000001393.

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This column describes a quasi-experimental trial that examined the effects of an intervention in which both nurses and nursing assistants shared their perceptions of the nursing assistant role on the frequency of information-sharing behaviors. In the intervention group, the frequency of nurses' linguistic responses in the intervention group increased in the nursing assistants' evaluations. The frequency of nursing assistants' linguistic response and feedback in the intervention group increased in self-evaluation and nurses' evaluation, respectively.

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Sasaki, Minako, Michiyo Ito, and Jung Su Lee. "P-230 WORKING DIFFICULTIES AMONG UNLICENSED NURSING ASSISTANTS IN JAPANESE HOSPITALS -DIFFERENCES BY AGE AND HOSPITAL TYPES-." Occupational Medicine 74, Supplement_1 (July 1, 2024): 0. http://dx.doi.org/10.1093/occmed/kqae023.0802.

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Abstract Introduction To maintain the healthcare delivery system in Japan, which is super-aged society, it is necessary to utilize unlicensed personnel as nursing assistants. However, there are few applicants for nursing assistants, and many hospitals have vacancies. We need to understand the difficulties they face in their job. Methods We examined job-related difficulties for nursing assistants by age and hospital type. We conducted a web-based survey of nursing assistants working in Japanese all hospitals in 2019. We asked the hospital nursing directors to select a nursing assistant randomly and to give a letter of request to the nursing assistant. This study was approved by the Research Ethics Review Board. Results and discussion Valid responses were obtained from 1,337 (16.0%) nursing assistants. Harassment from patients (32% on average, 40% in their 20s) and harassment from multiple professions other than nursing (9% on average, 16% in their 20s) were more common among those in their 20s. Harassment by patients was more common in long-term inpatient hospitals and psychiatric hospitals (32% on average, 36% in long-term inpatient hospitals, 51% in psychiatric hospitals). When crossed with the selection of “anti-harassment measures” by their hospital to keep working, 31% of those who answered they were harassed by patients, expected the measures. In long-term inpatient hospitals, the percentage of dementia patients are high, and psychiatric hospitals, it was thought that young nursing assistants were not coping well and had given up on the situation as something that could not be helped and quit their job. Conclusion Training and support systems for nursing assistants are needed.

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CAPUANO, TERRY, and MARY T. KINNEMAN. "NURSING TECHNICAL ASSISTANTS." Nursing 19, no. 5 (May 1989): 172–75. http://dx.doi.org/10.1097/00152193-198905000-00039.

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CAPUANO, TERRY, and MARY T. KINNEMAN. "NURSING TECHNICAL ASSISTANTS." Nursing 19, no. 5 (May 1989): 172–75. http://dx.doi.org/10.1097/00152193-198919050-00039.

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Janus, Sarah I. M., Jeannette G. van Manen, Maarten J. IJzerman, Marloes Bisseling, Constance H. C. Drossaert, and Sytse U. Zuidema. "Determinants of the nurses’ and nursing assistants’ request for antipsychotics for people with dementia." International Psychogeriatrics 29, no. 3 (November 21, 2016): 475–84. http://dx.doi.org/10.1017/s1041610216001897.

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ABSTRACTBackground:Although physicians are responsible for writing the antipsychotic prescriptions for patients with dementia, the initiative is often taken by nurses or nursing assistants. To reduce antipsychotics uses, one needs to understand the reasons for nurses and nursing assistants to request them. This study gives an overview of the influencing factors for this request based on the Theory of Planned Behavior in which attitude, beliefs, and behavioral control is thought to influence the intention to request, which in turn affects the behavior to request for a prescription.Methods:Eighty-one nurses and nursing assistants of one Dutch nursing home organization completed an online survey.Results:Nurses and nursing assistants frequently agreed on items related to the positive effects of antipsychotics for the resident and for the staff. Nurses and nursing assistants with a lower job satisfaction were more likely to call for antipsychotics. Having more positive beliefs about treatment effects and feel of being more in control toward asking for antipsychotics were positively associated with intention to call. All variables explained 59% of the variance of intention. The current position (nurse/nursing assistant) was associated with actual behavior to call. The explained variance was 25%.Conclusions:Policy-makers should focus on the nurses’ and nursing assistants’ belief in positive effects of antipsychotics for the resident, which is not in line with available evidence. Nurses and nursing assistants should be educated about the limited effectiveness of antipsychotics.

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Richert, Mallory. "Burnout, Compassion Satisfaction, and Personality Among Nursing Assistants: Who is at Risk?" Innovation in Aging 5, Supplement_1 (December 1, 2021): 846–47. http://dx.doi.org/10.1093/geroni/igab046.3096.

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Abstract Nursing assistants often experience high rates of turnover and burnout, which may lead to poor resident care outcomes and quality of life, as well as continued staff shortages and increased workload for nursing assistants. This study examined personality correlates of burnout and compassion satisfaction among 100 nursing assistants employed as nursing assistants in long-term care (LTC) and hospitals throughout the United States. Participants completed the Professional Quality of Life Scale 5 (ProQOL 5) and the Big Five Inventory – 2 Short (BFI-2-S). There was a significant positive correlation between compassion satisfaction and agreeableness, and extraversion, and between burnout and neuroticism. Additionally, there were significant negative correlations between compassion satisfaction and neuroticism, and between burnout and agreeableness, and extraversion. These results indicate which nursing assistants may be more likely to experience burnout and may be at an increased risk of turnover. Specific interventions may be developed for such individuals to increase compassion satisfaction, reduce burnout, and reduce staff turnover. Furthermore, information regarding personality types of individuals at greater or lesser risk for burnout may be helpful for LTC administrators in the recruitment and hiring of nursing assistants, and thus may reduce rates of turnover. Resident care outcomes may also improve as nursing assistant hiring efforts are focused more on individuals who are less likely to experience burnout. Future researchers might investigate potential risk and protective factors for burnout and compassion satisfaction in nursing assistants.

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Spilsbury, K., S. Pender, K. Bloor, R. Borthwick, K. Atkin, D. McCaughan, I. Watt, U. Adderley, A. Wakefield, and H. McKenna. "Support matters: a mixed methods scoping study on the use of assistant staff in the delivery of community nursing services in England." Health Services and Delivery Research 1, no. 3 (June 2013): 1–146. http://dx.doi.org/10.3310/hsdr01030.

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BackgroundCommunity nursing (and health) services are faced with the growing challenge of caring for increasingly dependent patients with chronic conditions and complex care needs. Over the past decade there have been changes in the composition of the community nursing workforce with increasing numbers of assistants yet there is a lack of published literature on the roles, contribution and impacts of community nursing assistants to the delivery of care and services.DesignWe adopted a three-stage approach for the scoping study using mixed quantitative and qualitative methods. First, we established contact with senior managers in provider organisations where we had research governance approval (n = 76; 75% of total provider organisations) to determine whether or not (a) they employ assistants within community nursing teams and (b) they would be interested in participating in the study. Second, we carried out a short telephone interview with all senior managers who indicated a willingness to participate (census approach). We also analysed secondary data (using the NHS iView data source, from the Electronic Staff Record Data Warehouse) to scope the national use of community nursing assistant roles. Finally, we conducted telephone interviews with a purposive sample of managers from 10 organisations that participated in stage two to gain an in-depth understanding of assistant roles in community nursing teamsSettingCommunity nursing provider organisations in England, UK.ParticipantsThirty-seven senior managers were interviewed for stage two (49% of all contacted). Thirty managers (20 service-level managers and 10 senior managers) were interviewed for stage three.ResultsAssistants promote flexibility in the community nursing workforce so as to respond to the changing demands on these services. However, the lack of consensus in defining the role of community nursing assistants has created inconsistency in the national deployment and development of these roles. These roles have tended to develop ad hoc, creating variations in numbers of assistants, the roles that they play and preparation for practice across different provider organisations and nursing teams. There is general enthusiasm among managers about the contribution of assistants. Their employment is regarded as fundamental to the ability of community nursing teams to deliver acceptable and appropriate services. However, the role may not always support career progression and development for those assistants who require this. The maturity and life experience of assistants is greatly valued in the nursing team to support care delivery and to offer stability and support to other members of the nursing team. Line management, responsibility and accountability in managing the work of assistants were highlighted as important for managing risk associated with an unregulated role. These have to be balanced with promoting flexibility in use and innovation.ConclusionsOur scoping study highlights the opportunities and challenges associated with the use of assistants to deliver care by the community nursing team. Further attention at national and local levels is required to support and mediate the development of these roles in the future so as to promote the delivery of quality, safe and acceptable care. As provider organisations plan for delivering an ambitious community services agenda in the future, the role of the assistant is likely to have increasing importance.FundingThe National Institute for Health Research Health Services and Delivery Research programme.

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Duffield, Christine, Di Twigg, Michael Roche, Anne Williams, and Sarah Wise. "Uncovering the Disconnect Between Nursing Workforce Policy Intentions, Implementation, and Outcomes: Lessons Learned From the Addition of a Nursing Assistant Role." Policy, Politics, & Nursing Practice 20, no. 4 (October 15, 2019): 228–38. http://dx.doi.org/10.1177/1527154419877571.

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The use of nursing assistants has increased across health systems in the past 20 years, to alleviate licensed nurses' workload and to meet rising health care demands at lower costs. Evidence suggests that, when used as a substitute for licensed nurses, assistants are associated with poorer patient and nurse outcomes. Our multimethods study evaluated the impact of a policy to add nursing assistants to existing nurse staffing in Western Australia's public hospitals, on a range of outcomes. In this article, we draw the metainferences from previously published quantitative data and unpublished qualitative interview data. A longitudinal analysis of patient records found significantly higher rates adverse patient outcomes on wards that introduced nursing assistants compared with wards that did not. These findings are explained with ward-level data that show nursing assistants were added to wards with preexisting workload and staffing problems and that those problems persisted despite the additional resources. There were also problems integrating assistants into the nursing team, due to ad hoc role assignments and variability in assistants' knowledge and skills. The disconnect between policy intention and outcomes reflects a top-down approach to role implementation where assistants were presented as a solution to nurses' workload problems, without an understanding of the causes of those problems. We conclude that policy makers and managers must better understand individual care environments to ensure any new roles are properly tailored to patient and staff needs. Further, standardized training and accreditation for nursing assistant roles would reduce the supervisory burden on licensed nurses.

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HUBER, DIANE GARDNER, MARY A. BLEGEN, and JOANNE COMI McCLOSKEY. "Use of Nursing Assistants." Nursing Management (Springhouse) 25, no. 5 (May 1994): 64???69. http://dx.doi.org/10.1097/00006247-199405000-00012.

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&NA;. "HELP FROM NURSING ASSISTANTS." Nursing 23, no. 3 (March 1993): 7. http://dx.doi.org/10.1097/00152193-199303000-00007.

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Freitas, Karen Grecco de, Ellen Cristine Ramdohr Sobrinho, Thaís Helena Piai, and Rosely Moralez de Figueiredo. "Family health nursing assistants knowledge on tuberculosis." Rev Rene 14, no. 1 (2013): 3–10. http://dx.doi.org/10.15253/2175-6783.2013000100002.

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This research aimed at identifying the knowledge of nursing assistants on Family Health Strategies for tuberculosis treatment. It is a descriptive and prospective study with a quantitative approach performed with 29 professionals of 16 Family Health Teams in the Municipality of São Carlos-São Paulo. A questionnaire based on material from the São Paulo State Secretary of Health was applied. Weaknesses in the knowledge on treatment, vaccination and tuberculosis symptomatology were identified. We believe that such gaps may compromise early case detection, treatment advice and clarification of doubts on the condition. Therefore, it is necessary to implement ongoing education strategies on the subject for these professionals, once they have a key role in tuberculosis control and patient treatment adherence.

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Abrahamson, Kathleen, Heather Davila, and Diane Hountz. "Involving Nursing Assistants in Nursing Home QI." AJN, American Journal of Nursing 118, no. 2 (February 2018): 11. http://dx.doi.org/10.1097/01.naj.0000530228.48458.09.

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Shaw, Penelope Ann. "Nursing Assistants and Quality Nursing Home Care." Journal of the American Medical Directors Association 15, no. 9 (September 2014): 609. http://dx.doi.org/10.1016/j.jamda.2014.06.010.

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McGurk, Valerie. "Mosby’s Textbook for Nursing Assistants – Seventh editionMosby’s Textbook for Nursing Assistants – Seventh edition." Nursing Standard 23, no. 45 (July 15, 2009): 31. http://dx.doi.org/10.7748/ns2009.07.23.45.31.b934.

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Maneschiöld, Per-Ola, and Diana Lucaci-Maneschiöld. "Nursing assistant's perceptions of the good work environment in municipal elderly care in Sweden –a focus group study." Journal of Health Organization and Management 35, no. 9 (April 29, 2021): 163–77. http://dx.doi.org/10.1108/jhom-07-2020-0290.

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PurposeThe purpose of this paper is to investigate aspects related to difficulty to retain nursing assistants at nursing homes in Sweden related to perceived work environment characteristics.Design/methodology/approachTo reveal aspects related to difficulty to retain nursing assistants, the paper uses the BIKVA model, sense of coherence and New Public Management (NPM). In total, three focus groups with nursing assistants at three nursing homes are interviewed with corresponding individual interviews with their senior managers and users. The purpose is to analyze the situation from the affected group of nursing assistants. The focus of this study is how nursing assistants discuss related to recruit and retain nursing assistants at nursing homes and elderly care and the response from senior management related to those aspects.FindingsThe main conclusions are that nursing assistants consider their job as meaningful, but limited latitude and direct involvement in managing their daily tasks in a continuous communication with management affect negatively. Furthermore and combined with wage levels, aspects related to scheduling, working hours, shift work, split shifts and understaffing generate a burdensome and stressful environment affecting the possibility to retain staff in a negative direction.Originality/valueThe research uses a new approach utilizing the BIKVA model, sense of coherence and NPM. The study shows that central in retaining nursing assistants at nursing homes relates to aspects such as wages, staffing, shift work and split shifts and continuous communication between nursing assistants and management.

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Anonymous. "What Do Nursing Assistants Want?" Journal of Gerontological Nursing 16, no. 11 (November 1990): 47. http://dx.doi.org/10.3928/0098-9134-19901101-23.

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Feldt, Karen S., and Muriel B. Ryden. "AGGRESSIVE BEHAVIOR: Educating Nursing Assistants." Journal of Gerontological Nursing 18, no. 5 (May 1, 1992): 3–9. http://dx.doi.org/10.3928/0098-9134-19920501-03.

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Culp, Kennith, Sandra Ramey, and Susan Karlman. "Iowa Certified Nursing Assistants Study." Research in Gerontological Nursing 1, no. 2 (April 1, 2008): 87–96. http://dx.doi.org/10.3928/19404921-20080401-01.

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Lerner, Nancy, Barbara Resnick, Elizabeth Galik, and Linda Flynn. "Job Satisfaction of Nursing Assistants." JONA: The Journal of Nursing Administration 41, no. 11 (November 2011): 473–78. http://dx.doi.org/10.1097/nna.0b013e3182346e7a.

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Richert, Mallory. "Burnout, Compassion Satisfaction, and Intent to Quit Among Long-Term Care Nursing Assistants in the Time of COVID-19." Innovation in Aging 5, Supplement_1 (December 1, 2021): 715. http://dx.doi.org/10.1093/geroni/igab046.2671.

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Abstract The COVID-19 pandemic has greatly exacerbated the stress and burden of those employed in long-term care (LTC) facilities due to staff shortages, increased risks on the job, and ever-changing COVID-19 protocol requirements. This study examines potential differences in pre-COVID-19 and current COVID-19 LTC facility employed nursing assistants on burnout, compassion satisfaction, job satisfaction, and intent to quit. The sample included 81 nursing assistants employed in LTC facilities across the United States, with data collected prior to (n= 42) and during COVID-19 related shutdowns (n= 39). Participants completed the Professional Quality of Life Scale 5 (ProQOL 5), a single-item self-report measure of job satisfaction, and a two-item self-report measure of intent to quit their current employment. Nursing assistants during COVID-19 reported a higher level of burnout and lower level of compassion satisfaction than nursing assistants Pre-COVID-19. However, there were no differences in job satisfaction or intent to quit. The results suggest there may be additional factors that influence an individual’s decision to remain employed above and beyond the impacts of burnout and compassion satisfaction that may be unique to the caring professions. Future research might investigate factors that influence an individual’s decision to remain employed as a nursing assistant during periods of increased stress and burnout. Additionally, the impact of COVID-19 related stress added to the already high levels of stress and burnout on nursing assistants calls for further attention and research devoted to psychological support of LTC staff during crisis and normal times.

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Kunkle, Rachel, Claudia Chaperon, and Ann Berger. "FORMAL CAREGIVER BURDEN IN NURSING ASSISTANTS IN NURSING HOMES: A FEASIBILITY STUDY." Innovation in Aging 6, Supplement_1 (November 1, 2022): 541–42. http://dx.doi.org/10.1093/geroni/igac059.2055.

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Abstract Formal caregivers are the direct care workforce that aid residents in nursing homes. Providing care to residents is hazardous and physically demanding. Formal caregiver burden encompasses five attributes – perceived stress, caring for another, dependency of the older adult, responsibility, and competence. Exploring the five attributes of formal caregiver burden using a mixed-methods approach will determine if the attributes are present and how the nursing home setting contributes to formal caregiver burden. The purpose of this feasibility study is to describe formal caregiver burden of nursing assistants who provide direct care to residents in a nursing home setting in the Midwest United States. Study site one was only able to enroll three participants; therefore, results were limited. However, study site two was able to recruit and enroll the desired sample size (N=9). Interviews and self-report measures (Background/COVID-19 Questionnaire, Perceived Stress Scale, Caring Behaviors Inventory, and Nursing Home Staff Competency Assessment) were completed, and the PI compared integrated mixed methods results. Results suggest all the attributes of formal caregiver burden were present, and no additional attributes were identified. The feasibility of virtual recruitment, enrollment, and data collection procedures were confirmed. Multiple challenges played a role in the unsuccessful recruitment of this feasibility study at site one; however, virtual recruitment was successful at site two. Further exploration will inform identification and measurement of formal caregiver burden to ensure support for nursing assistants, continue the vitality of the nursing assistant workforce in nursing homes/long-term care, and improve the lives of nursing assistants.

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Pélissier, Carole, Barbara Charbotel, Jean Fassier, Emmanuel Fort, and Luc Fontana. "Nurses’ Occupational and Medical Risks Factors of Leaving the Profession in Nursing Homes." International Journal of Environmental Research and Public Health 15, no. 9 (August 27, 2018): 1850. http://dx.doi.org/10.3390/ijerph15091850.

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This study aimed to evaluate the association between intention to leave work, and working conditions and health status among female care-staff in nursing homes. A multicenter cross-sectional study included female care-staff in 105 nursing homes for the elderly. We used validated questionnaires to assess occupational, psychosocial and medical data in a multicenter transverse study. Univariate analysis on chi² test was performed with stratification according to job (nurse, nursing assistant), and variables found to be significant on each dimension were included on multivariate models. 1428 nursing assistants and 342 registered nurses were included. 391 nursing assistants and 85 registered nurses intended to leave their work with the elderly. The registered nurses’ intention to leave was associated with deteriorated care-team or residents relations, and with perceived elevated hardship due to the proximity of residents’ death. The nursing assistants’ intention to leave was associated with deteriorated management relation, with job insecurity and elevated hardship due to the residents’ intellectual deterioration. Impaired physical or psychological health status also correlated with this intention. Policy to reduce voluntary turnover of care-staff in nursing homes for the elderly could be based on multifactorial management, acting on work organization and reducing psychosocial stress.

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Sun, Changxian, and Yurong Xing. "THE ROLE OF PSYCHOLOGICAL CAPITAL IN MODULATING CAREER ADAPTABILITY AND TURNOVER AMONG NURSING ASSISTANTS." Innovation in Aging 8, Supplement_1 (December 2024): 1008. https://doi.org/10.1093/geroni/igae098.3244.

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Abstract Background High turnover intention of nursing assistants was detrimental to the sustainability of long-term care. Career adaptability is an important determinant in reducing turnover intention, but little research has explored the mechanism from the perspective of psychological capital. The aim of this study was to analyze the association between career adaptability and turnover intention and to examine the mediating role of psychological capital between career adaptability and turnover intention among nursing assistants in mainland China. Methods A cross-sectional online study was conducted among 276 nursing assistants from eight nursing homes in Nanjing, China. The participants’ career adaptability, psychological capital, and turnover intention were obtained. SPSS 26.0 and Amos 24.0 software were employed for statistical analysis. Results Career adaptability was positively related to psychological capital and negatively linked to turnover intention (P < 0.01). Psychological capital played a fully mediating role (β = -0.085, P < 0.05) in the relationship between career adaptability and turnover intention, and the largest indirect effect was generated through the curiosity dimension. Conclusions: The management of long-term care facilities should focus on assessing the level of career adaptability of nursing assistants. The overall improvement of career adaptability and psychological capital is conducive in reducing turnover intention. Targeted interventions are recommended to improve career adaptability and reduce turnover intentions by increasing career curiosity. Online career adaptability programs can be developed for nursing assistant students to improve their psychological capital and facilitate career transitions.

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Sun, Changxian, and Yurong Xing. "THE ROLE OF PSYCHOLOGICAL CAPITAL IN MODULATING CAREER ADAPTABILITY AND TURNOVER AMONG NURSING ASSISTANTS." Innovation in Aging 8, Supplement_1 (December 2024): 1119. https://doi.org/10.1093/geroni/igae098.3591.

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Abstract Background High turnover intention of nursing assistants was detrimental to the sustainability of long-term care. Career adaptability is an important determinant in reducing turnover intention, but little research has explored the mechanism from the perspective of psychological capital. The aim of this study was to analyze the association between career adaptability and turnover intention and to examine the mediating role of psychological capital between career adaptability and turnover intention among nursing assistants in mainland China. Methods A cross-sectional online study was conducted among 276 nursing assistants from eight nursing homes in Nanjing, China. The participants’ career adaptability, psychological capital, and turnover intention were obtained. SPSS 26.0 and Amos 24.0 software were employed for statistical analysis. Results Career adaptability was positively related to psychological capital and negatively linked to turnover intention (P < 0.01). Psychological capital played a fully mediating role (β = -0.085, P < 0.05) in the relationship between career adaptability and turnover intention, and the largest indirect effect was generated through the curiosity dimension. Conclusions: The management of long-term care facilities should focus on assessing the level of career adaptability of nursing assistants. The overall improvement of career adaptability and psychological capital is conducive in reducing turnover intention. Targeted interventions are recommended to improve career adaptability and reduce turnover intentions by increasing career curiosity. Online career adaptability programs can be developed for nursing assistant students to improve their psychological capital and facilitate career transitions.

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Gustafsson, Klas, Staffan Marklund, Gunnar Aronsson, and Constanze Leineweber. "Physical work environment factors affecting risk for disability pension due to mental or musculoskeletal diagnoses among nursing professionals, care assistants and other occupations: a prospective, population-based cohort study." BMJ Open 9, no. 10 (October 2019): e026491. http://dx.doi.org/10.1136/bmjopen-2018-026491.

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ObjectiveTo study the influence of physical work factors on the risks of future disability pension (DP) due to mental or musculoskeletal diagnoses among nursing professionals, care assistants and all other occupations in the general working population in Sweden.MethodsThe prospective population study was based on representative samples of working individuals (n=79 004) aged 16–64, interviewed in the Swedish Work Environment Survey between 1993 and 2013. Information on diagnosed DP in 1994–2014 was gathered from the Social Insurance Agency’s database. The focus was on nursing professionals (registered nurses and midwives) and care assistants, for example, assistant nurses and hospital ward assistants. The outcome was DP, classified into two diagnostic groups. Associations between physical work factors and risk of DP were calculated using Cox regression with HR and 95% CI.ResultsPhysical work factors were associated with future DP after adjusting for sociodemographic conditions and psychosocial work factors among care assistants (n=10 175) and among all other occupations (n=66 253), but not among nursing professionals (n=2576). The increased risk among care assistants (n=197) exposed to heavy physical work was 66% (HR 1.66, 95% CI 1.39 to 1.97), and for those exposed to strenuous work postures (n=420) it was 56% (HR 1.56, 95% CI 1.35 to 1.80). Physical work indicators were mainly associated with musculoskeletal DP diagnoses among care assistants, but two indicators were significant also for mental diagnoses. An increased risk of DP was found among nursing professionals (n=102) exposed to detergents or disinfectants (HR 1.48, 95% CI 1.06 to 2.05), but not among care assistants.ConclusionsHeavy physical work and strenuous postures are predictors of future DP, particularly among care assistants and in the general working population. In order to reduce early exit from the workforce, efforts should be made to improve physical and ergonomic working conditions.

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Lundgren, Dan, Marie Ernsth Bravell, Ulrika Börjesson, and Ingemar Kåreholt. "The Impact of Leadership and Psychosocial Work Environment on Recipient Satisfaction in Nursing Homes and Home Care." Gerontology and Geriatric Medicine 5 (January 2019): 233372141984124. http://dx.doi.org/10.1177/2333721419841245.

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This study examines the association between nursing assistants’ assessment of leadership, their psychosocial work environment, and satisfaction among older people receiving care in nursing homes and home care. Cross-sectional surveys were conducted with nursing assistants ( n = 1,132) and people receiving care ( n = 1,535) in 45 nursing homes and 21 home care units. Direct leadership was associated with the psychosocial work environment in nursing homes and home care. Furthermore, better leadership was related to higher satisfaction among nursing assistants and older people in nursing homes. Thus, indirect leadership had no effect on recipients’ satisfaction in either nursing homes or home care. The path analysis showed an indirect effect between leadership factors and recipient satisfaction. The findings suggest that the psychosocial work environment of nursing assistants and recipient satisfaction in nursing homes can be increased by improving leadership.

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Reddy, J. "A survey of the role of allied mental health services in learning disabilities at Lanchester Road Hospital, Durham." European Psychiatry 26, S2 (March 2011): 900. http://dx.doi.org/10.1016/s0924-9338(11)72605-0.

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IntroductionAllied mental health services play important role in patients’ care in Learning Disabilities as they are more in contact with the patients. Their knowledge about common side effects of medication and relevance of routine blood investigations help Clinicians to provide appropriate care and support.ObjectiveTo ascertain the knowledge of Allied mental health services about common side effects of medication and relevance of routine blood investigations.MethodologySurvey questionnaire was distributed to staff between November 09 and January 10.The questions included about the common side effects of Lithium, Insulin, High dose Antidepressants, High dose Antipsychotics and Anticoagulant Medication. Relevance of Routine Blood Tests and Blood Pressure Monitoring were also asked. Number of questionnaire distributed - 60. Number of Respondents -30. Responses were collected anonymously.ResultsRespondent Classification -Registered Nurses- 4, Nursing Assistants- 12, Care Assistants- 10, Associate Practioner- 1, Deputy Charge Nurses- 2, Occupational Therapist -1.Of the Registered Nurses, Associate Practioners, Deputy Charge Nurses the results were 100%. With the Nursing Assistant- 25% (3), Care Assistant- 10% (1) and OT was aware of Routine blood tests and BP.The Nursing Assistants and Care Assistants were aware of one side effect for Lithium, Clozapine, Anticoagulants and Insulin. They were not aware of side effects of High dose Antidepressants & High dose Antipsychotics. The awareness of relevance of Routine Blood Tests and Blood Pressure Monitoring was 80% and 90% respectively.Conclusions•Arrange educational meetings to the Support workers•Conduct the survey in a year's time

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Silva, Ítalo Rodolfo, Thiago Privado da Silva, Silvia Maria de Sá Basílio Lins, Laura Johanson da Silva, and Joséte Luzia Leite. "Nurse researchers and nursing assistants: construction and projection of polymorphous identities." Revista Brasileira de Enfermagem 72, suppl 1 (February 2019): 204–12. http://dx.doi.org/10.1590/0034-7167-2017-0871.

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ABSTRACT Objective: To understand the meanings that nurse researchers and nursing assistants attribute to one another, and to the development of research produced by Nursing. Method: Qualitative research. The Grounded Theory and the Complexity Theory were used as theoretical and methodological frameworks, respectively. Ten nursing assistants and six research nurses participated in the research. The semi-structured interview was used as a data collection technique. The results were categorized by comparative analysis and validated by ten judges. Results: The valuation of nursing care research as well as interactions between research development and nursing care may be related to the way nursing assistants and nurse researchers perceive themselves. These perceptions are multifaceted. Conclusion: The meanings nurse researchers and nursing assistants attribute to each other reveal mechanisms of closeness and distance between these actors, as well as between research and nursing care.

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Bishop, C. E., M. R. Squillace, J. Meagher, W. L. Anderson, and J. M. Wiener. "Nursing Home Work Practices and Nursing Assistants' Job Satisfaction." Gerontologist 49, no. 5 (June 8, 2009): 611–22. http://dx.doi.org/10.1093/geront/gnp040.

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Winchester, Teresa A. "Teaching communication skills to nursing home certified nursing assistants." Geriatric Nursing 24, no. 3 (May 2003): 178–81. http://dx.doi.org/10.1067/mgn.2003.47.

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Halifax, Elizabeth, Christine Miaskowski, and Margaret Wallhagen. "Certified Nursing Assistants' Understanding of Nursing Home Residents' Pain." Journal of Gerontological Nursing 44, no. 4 (February 14, 2018): 29–36. http://dx.doi.org/10.3928/00989134-20180131-01.

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Pennington, Karen, Jill Scott, and Kathy Magilvy. "The Role of Certified Nursing Assistants in Nursing Homes." JONA: The Journal of Nursing Administration 33, no. 11 (November 2003): 578–84. http://dx.doi.org/10.1097/00005110-200311000-00007.

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Zhao, Yanyan, Hongzhao Wang, and Qing Sun. "The Impact of Hygiene Status on Caregiving for Older Adults among Certified Nursing Assistants in China Nursing Facilities: Occupational Ethics and Working Attitudes as Mediators in Parallel." Journal of Medicine and Health Science 1, no. 3 (September 2023): 47–51. http://dx.doi.org/10.62517/jmhs.202305308.

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Certified nursing assistants’ quality of caregiving for older adults exerts a positive impact on their occupational careers. Hygiene status of certified nursing assistants in nursing facilities may protect QOCD from positive working achievement. The impact of hygiene status of certified nursing assistants on QOCD for older adults were proved in the observational cross-sectional study. Care giving appraisal were used to survey 104 certified nursing assistants. Arbitrating effects were in-depth analyzed by SPSS 25.0 and Process V3.5. Hygiene status definitely unraveled quality of care delivery. Meanwhile, it was also found that hygiene status, and quality of care delivery were arbitrated in parallel by occupational ethics and working attitudes. Value of 0.469 was total indirect, explaining 49.5%. The innovative study introduces how hygiene status influences caregivers’ quality of care delivery in pension apartment. Hygiene status could provide certified nursing assistants with a favorable supervising and assessing positive occupational quality, enhance the occupational ethics and working attitudes, ultimately improve their quality of care delivery.

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Rogers, Rowena E. "Giving Nursing Assistants What They Want." Journal of Gerontological Nursing 17, no. 8 (August 1, 1991): 3. http://dx.doi.org/10.3928/0098-9134-19910801-03.

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Lund, Mary. "Advanced Concepts for Geriatric Nursing Assistants." Journal of Gerontological Nursing 21, no. 11 (November 1, 1995): 49–50. http://dx.doi.org/10.3928/0098-9134-19951101-13.

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Holmberg, Michelle D., Marian Flum, Cheryl West, Yuan Zhang, Shpend Qamili, and Laura Punnett. "Nursing Assistants’ Dilemma: Caregiver Versus Caretaker." Hospital Topics 91, no. 1 (January 2013): 1–8. http://dx.doi.org/10.1080/00185868.2013.757953.

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Shaw, Penelope Ann. "Reflections on International Certified Nursing Assistants." Journal of Aging & Social Policy 29, no. 5 (August 2, 2017): 491–97. http://dx.doi.org/10.1080/08959420.2017.1362972.

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De Vliegher, Kristel, Anja Declercq, Bert Aertgeerts, and Philip Moons. "Health Care Assistants in Home Nursing." Home Health Care Management & Practice 28, no. 1 (June 25, 2015): 51–56. http://dx.doi.org/10.1177/1084822315589563.

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ERSEK, MARY. "HPNA Educational Resources for Nursing Assistants." Home Healthcare Nurse: The Journal for the Home Care and Hospice Professional 21, no. 7 (July 2003): 498. http://dx.doi.org/10.1097/00004045-200307000-00016.

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Liu, Wen, Toni Tripp-Reimer, Kristine Williams, and Claire Shaw. "Facilitators and barriers to optimizing eating performance among cognitively impaired older adults: A qualitative study of nursing assistants’ perspectives." Dementia 19, no. 6 (November 27, 2018): 2090–113. http://dx.doi.org/10.1177/1471301218815053.

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Background and Objectives Cognitively impaired individuals are at increased risk for functional and behavioral difficulties at mealtimes, leading to compromised eating performance, low food and fluid intake, and negative functional and nutritional outcomes. Nursing assistants are the most critical front-line care staff and best positioned to manage the personal and environmental factors that influence resident eating performance. Identifying nursing assistants’ perceptions of barriers and facilitators to engaging residents in eating will provide important experientially based foundation for developing and testing evidence-driven interventions to promote mealtime care. Methods A qualitative descriptive study was conducted in three sites: two nursing homes and one hospital gero-psychiatric inpatient unit. Six focus groups were conducted with a purposive sample of 23 nursing assistants who regularly provided mealtime care to residents with cognitive impairment. Interview questions addressed barriers and facilitators at resident, caregiver, environmental (facility), and policy levels in optimizing mealtime care. Audio recordings of focus groups were transcribed and analyzed using qualitative descriptive content analysis. Both barriers and facilitators were organized into a hierarchical taxonomy based on similarities and differences framed by the Social Ecological Model. Results The majority of barriers and facilitators were at the caregiver level. Caregiver-level barriers included lack of preparation and training, competing work demands, time pressure, and frustration. Caregiver-level facilitators included caregiver preparation and motivational, technical, informational, and instrumental assistance. Environmental-level barriers and facilitators related to the physical, social, and cultural environment and facility practices. Only barriers to optimizing mealtime care were identified at resident and policy levels. Conclusions Nursing assistants identified multilevel barriers as well as a wide range of caregiver and environmental facilitators to optimizing dementia mealtime care. Findings can inform the development and implementation of multifaceted innovative mealtime assistance and staff training programs to promote resident eating performance while fostering person-centered individualized mealtime care practice.

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Liu, Li-Fan, Wei-Pei Liu, and Jong-Yi Wang. "Work Autonomy of Certified Nursing Assistants in Long-Term Care Facilities: Discrepant Perceptions Between Nursing Supervisors and Certified Nursing Assistants." Journal of the American Medical Directors Association 12, no. 7 (September 2011): 524–34. http://dx.doi.org/10.1016/j.jamda.2010.05.006.

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Depaola, Stephen J., Roberta Neimeyer, and Stephanie K. Ross. "Death Concern and Attitudes toward the Elderly in Nursing Home Personnel as a Function of Training." OMEGA - Journal of Death and Dying 29, no. 3 (November 1994): 231–48. http://dx.doi.org/10.2190/t0ly-w07y-vvx0-nmap.

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The present project investigated the relationship between death fear, attitudes toward the elderly, and personal anxiety toward one's own aging in a group of nursing home employees. Contrary to predictions, nursing professionals (i.e., Registered Nurses, Licensed Practical Nurses) did not have higher levels of death concern when compared to Nursing Assistants; in fact, Nursing Assistants had higher levels of death concerns on four components of death fear (fear of the dead, fear of the unknown, fear of consciousness when dead, and fear for body after death). The results also indicated that Nursing Assistants displayed significantly fewer positive attitudes toward the elderly than did nursing professionals.

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Cheong, Pak-Leng, and Nanly Hsu. "Developing and Evaluating a Continuous Education Program for Healthcare Assistants in Macao: A Cluster-Randomized Trial." International Journal of Environmental Research and Public Health 18, no. 9 (May 8, 2021): 4990. http://dx.doi.org/10.3390/ijerph18094990.

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The shortage of healthcare human resources is an important challenge for coping with the aging society in Macao. Since little attention has been paid to continuous education of healthcare assistants, this study aims to develop and evaluate a continuous education program, supporting the expansion and optimization of the competence of healthcare assistants. It is a cluster-randomized trial study. All healthcare assistants who were employed in nursing homes in Macao were eligible for this study. Six nursing homes were recruited and randomly assigned either an experimental group (3 nursing homes; 45 healthcare assistants) or a control group (3 nursing homes; 40 healthcare assistants). Healthcare assistants were assessed at baseline and after intervention with the Healthcare Assistants Care Knowledge Test and the Healthcare Assistants Care Competence Self-Assessment. The experimental group received a continuous education program with 10 themes during 2017–2018 while the control groups did not. The results of the generalized estimating equation showed that care knowledge in the experimental group was significantly different from that of the control group (Wald Chi Square = 3.848, p < 0.05) as well as care competence (Wald Chi Square = 13.361, p < 0.001). This study developed a continuous program for health assistants and provided evidence that continuous education programs improve and maintain the level of care knowledge and care competency of healthcare assistants.

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Deshong, Diane, and Amanda Henderson. "The trainee assistant in nursing: a pilot exercise in building and retaining a workforce." Australian Health Review 34, no. 1 (2010): 41. http://dx.doi.org/10.1071/ah09641.

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With increasing pressures on the skilled nursing workforce, strategies need to be developed to maximise the value of the existing workforce without impacting on the quality of care delivery. This paper reports on the introduction of a Commonwealth and State subsidised program for assistants-in-nursing (AINs) to assist in addressing the global nursing shortage. The program – which has included education sessions with registered nurses about the role of the AIN, delegation and supervision, and has also sustained support to the participants throughout the duration of their employment – has delivered benefits locally to the Princess Alexandra Hospital (PAH) and, broadly, to the nursing profession. Most of the participants completing the program have chosen to continue their employment at PAH or pursue further studies in nursing. What is known about the topic?The shortage of skilled nurses means there is a need for innovative solutions to support the existing workforce. What does this paper add?The development of an assistant-in-nursing role was seen as a successful development for a Queensland hospital. What are the implications for practitioners?The trained assistants have largely remained employed in the area and 68% have gone on to further nursing education.

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Jean Gassoway and Valerie Flory. "Prework screen: Is it helpful in reducing injuries and costs?" WORK: A Journal of Prevention, Assessment & Rehabilitation 15, no. 2 (January 2000): 101–6. https://doi.org/10.3233/wor-2000-00112.

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A comparison was made between individuals employed as Nursing Assistants (NA) and Certified Evaluated Nursing Assistants (CENA) at Lakeland Regional Health System for one year prior to the implementation of a prework screen and for one year following the implementation of the prework screen. The goal was to determine the effectiveness of the prework screen on reducing injury rates and Workers' Compensation costs as well as the turnover rate for Nursing Assistants at Lakeland Regional Health System.

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Hagerty, Debra, and Janet R. Buelow. "Certified Nursing Assistants’ Perceptions And Generational Differences." American Journal of Health Sciences (AJHS) 8, no. 1 (May 31, 2017): 1–6. http://dx.doi.org/10.19030/ajhs.v8i1.9898.

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Certified nursing assistants (CNAs) are the heart and soul of long-care facilities. This study surveyed their perceptions of nursing home administrators, supervisors, and coworkers, and then compared generational differences. Regardless of generation, CNAs reported a high sense of intrinsic satisfaction, commitment to their nursing home, and supervisor support. However, all generations of CNAs perceived their administrators as rather insensitive by not showing concern for their health, not calling in additional help when needed, nor making allowances for family emergencies. Two significant generational differences were found: 1) older CNAs, or baby boomers, felt their supervisor didn’t understand their work problems and needs and 2) younger CNAs (Millennials) reported more internal gossiping and negative peer interactions than did older CNAs. These findings are useful as administrators and supervisors strive to create a supportive work environment.

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Basnight, Ramona, Peter Berry, Kellie Capes, Sherri Pearce, Julie Thompson, Deborah H. Allen, Bradi B. Granger, and Staci S. Reynolds. "Evaluation of lay health workers on quality of care in the inpatient setting." PLOS ONE 18, no. 11 (November 1, 2023): e0293068. http://dx.doi.org/10.1371/journal.pone.0293068.

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Aims To evaluate the impact of a lay health worker support role in the inpatient setting. Background Healthcare systems are facing critical nursing and nurse assistant staffing shortages. These disciplines can be challenging to recruit and retain, leading healthcare leaders to identify innovative staffing models. Whereas lay health workers have been used in the community and low-income setting, there is scant evidence of their use in the inpatient setting. We implemented a lay health worker role, called Patient Attendant Service Aides (PASAs), on two medical/surgical units at a community hospital. Methods A pre/post-implementation design was used for this study. An online survey was provided to nurses, nursing assistants, and PASAs on the two medical/surgical units to assess their satisfaction and perceptions of the role. Nursing quality metrics, patient satisfaction, and nursing and nursing assistant turnover were evaluated before and after implementing the role. Results The online survey showed that nurses and nursing assistants felt that PASAs helped offload their workload, allowing them to focus on nursing-related tasks. PASAs felt supported by the team and believed they were making a meaningful contribution to the unit. There were slight improvements in patient satisfaction, although not significant. There was a significant improvement in nursing turnover on Unit A, from 71.1% to 21.6% (p = 0.009). Conclusions This is one of the first studies to evaluate the use of lay health workers in the inpatient setting; we found this role to be a feasible way to offload tasks from clinical staff. This role may serve as a pathway for workforce development, as several PASAs are now enrolled in nursing assistant training. Nurse managers may consider using lay health workers in the inpatient setting as they face severe clinical staff shortages.

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Coleman, Patricia, and Nancy M. Watson. "Oral Care Provided by Certified Nursing Assistants in Nursing Homes." Journal of the American Geriatrics Society 54, no. 1 (January 2006): 138–43. http://dx.doi.org/10.1111/j.1532-5415.2005.00565.x.

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Piven, Mary Lynn, Ruth A. Anderson, Cathleen S. Colón-Emeric, and Margarete Sandelowski. "Certified Nursing Assistants' Explanatory Models of Nursing Home Resident Depression." Western Journal of Nursing Research 30, no. 6 (October 2008): 653–72. http://dx.doi.org/10.1177/0193945907310643.

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Berridge, C., M. L. Schwartz, D. Tyler, R. Shield, and S. C. Miller. "STAFFING EMPOWERMENT PRACTICES IN NURSING HOMES WITH UNIONIZED NURSING ASSISTANTS." Innovation in Aging 1, suppl_1 (June 30, 2017): 286. http://dx.doi.org/10.1093/geroni/igx004.1059.

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