Reasons for Turnover Intention among Direct Care Workers in Korea’s Long-Term Care Insurance
1.1. Aim of Study
1.2. Literature Review and Background
1.2.1. The Main Factors Related to the Turnover of Care Workers
1.2.2. The Development and Turnover of Care Workers in Korea
2.4. Data Analysis
3.1. Demanding Working Conditions
“[At our nursing home] Two care workers look after 24 elderly clients. It’s hard to work. I am so busy with work. I have no time even to write [a] daily record … Many care workers resigned [from] their jobs because the work of changing diapers was squeamish for them …”(P7)
3.2. Low Salary
“The purpose of my job is to make a living. I divorced and am bad[ly] off … Yesterday, I looked after eight elderly clients and gave them bath[s] … I am exhausted and my body became swollen … But the salary payment is too low … I receive 1200 dollars per month [1 dollar = roughly 1000 Won] ... How can I live on this salary? I can’t educate my kids with this amount … It would be better to do work which can make 2000 dollars rather than this care work, 1200 dollars … So, young people don’t choose to do this care work.”(P15)
3.3. Bad Relationships with Directors and Supervisors
“Our directors have the mind that we had the relationship between subordinates and superiors … When I bathe the elderly clients, I am very busy and it’s a hard job for me. But, the director said to me, “Do this! Do that one!” I have only one body. How can I do this and that one together? Rather, he needs to support me. Then, I got upset and frustrated … He tells us, “Just follow my instruction. If not, write an apology and explanation!” So, care workers resign their jobs. Although we keep working here, he tells us “You leave here! I dislike you because of this and that.”(P14)
“The relationship with [a] supervisor is important. When I am in charge of two cases, if one case is gone, I have only one case [to be] in charge of. The reason why we are working here is to make money and so one case is not enough to do so … When the care worker has a bad relationship with the supervisor, the care worker has to wait longer since other care worker[s] can receive the new case earlier than I …”(P18)
3.4. Deterioration of Care Workers’ Health
“It’s inevitable for me to leave this job … The government seems to leave the situation of turnover as it is … Since we are looking after the frail elderly patients, not healthy people, our energy is getting drained. My body and spirit are exhausted. It is obviously physically challenging … It’s really nonsense to carry on my job here receiving the small salary.”(P9)
Conflicts of Interest
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|Domiciliary services||427,206||9 (0.0%)||1314 (0.3%)||8628 (2.0%)||57,580 (13.5%)||183,750 (43.0%)||149,313 (35.0%)||26,612 (6.2%)|
|Institutional services||56,703||3 (0.0%)||481 (0.8%)||1107 (2.0%)||6851 (12.1%)||29,899 (52.7%)||17,452 (30.8%)||910 (1.6%)|
|Participants||Age||Kind of Service||Ownership of Provider||Years of Experience|
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Chon, Y.; Kim, Y.-Y. Reasons for Turnover Intention among Direct Care Workers in Korea’s Long-Term Care Insurance. Healthcare 2020, 8, 395. https://doi.org/10.3390/healthcare8040395
Chon Y, Kim Y-Y. Reasons for Turnover Intention among Direct Care Workers in Korea’s Long-Term Care Insurance. Healthcare. 2020; 8(4):395. https://doi.org/10.3390/healthcare8040395Chicago/Turabian Style
Chon, Yongho, and Yun-Young Kim. 2020. "Reasons for Turnover Intention among Direct Care Workers in Korea’s Long-Term Care Insurance" Healthcare 8, no. 4: 395. https://doi.org/10.3390/healthcare8040395