The long-term care workforce is increasingly diverse. Immigrant and minority workers represent a significant proportion of the long-term care workforce and may influence the allocation of these positions in the future. Given the growing diversity of the long-term care workforce, it is both timely and relevant to examine how job satisfaction may be related to this population.
As an Irish immigrant, I worked for a home help company which mainly hired workers from a similar background for eight years while completing my doctorate in gerontology at the University of Massachusetts in Boston.
During this time, I noticed that the social component of work had a positive impact on my overall job satisfaction. From this experience, my personal interest has been to study the impact that social interaction plays on job satisfaction to help provide the highest quality care to residents of long-term care facilities.
The quality of nursing homes reflects its leadership and how managers and supervisors can support workers. When management invests in immigrant and minority long-term care workers, the job satisfaction of these workers is likely to improve. However, my doctoral research indicates that resident / foreign workers may be less likely to report job satisfaction than US-born workers due to negative differences in supervisor support.
Perhaps being stigmatized by your boss is particularly damaging for immigrants. This could be due to their inferior status or their ignorance of organizational standards. That is, resident / foreign immigrant workers may see higher frequencies of unfair or hostile behavior from managers.
These results therefore imply that the role that managers and supervisors play in ensuring that an organization promotes shared values and provides a basis for communication within the organization is important for the job satisfaction of care workers. long-term, especially for immigrant workers. To address this important concern, respect and recognition of employees must be encouraged, and supervisors must display an inclusive attitude towards all workers, regardless of their nationality.
Management must pay attention to the satisfaction of immigrant employees. By understanding relationships with supervisors and using them to guide nursing home management practices, we can improve job satisfaction in long-term care and reduce staff turnover rates. This would benefit not only long-term care workers, but also residents of nursing homes and long-term care as a whole.
Frances M. Hawes, Ph.D., MS, is an Assistant Professor in the Health Administration Program at the University of Wisconsin – Eau Claire, a program with more than 200 future undergraduate health care leaders. She has over 10 years of experience in long term care.
Opinions expressed in McKnight Long Term Care News guest submissions are those of the author and not necessarily those of McKnight Long Term Care News or its editors.