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首页> 外文期刊>BMC Health Services Research >Challenges and practices in promoting (ageing) employees working career in the health care sector – case studies from Germany, Finland and the UK
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Challenges and practices in promoting (ageing) employees working career in the health care sector – case studies from Germany, Finland and the UK

机译：促进（老龄化）员工在医疗保健部门工作职业生涯的挑战和实践 - 德国，芬兰和英国的案例研究

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BACKGROUND:The health and social care sector (HCS) is currently facing multiple challenges across Europe: against the background of ageing societies, more people are in need of care. Simultaneously, several countries report a lack of skilled personnel. Due to its structural characteristics, including a high share of part-time workers, an ageing workforce, and challenging working conditions, the HCS requires measures and strategies to deal with these challenges.METHODS:This qualitative study analyses if and how organisations in three countries (Germany, Finland, and the UK) report similar challenges and how they support longer working careers in the HCS. Therefore, we conducted multiple case studies in care organisations. Altogether 54 semi-structured interviews with employees and representatives of management were carried out and analysed thematically.RESULTS:Analysis of the interviews revealed that there are similar challenges reported across the countries. Multiple organisational measures and strategies to improve the work ability and working life participation of (ageing) workers were identified. We identified similar challenges across our cases but different strategies in responding to them. With respect to the organisational measures, our results showed that the studied organisations did not implement any age-specific management strategies but realised different reactive and proactive human relation measures aiming at maintaining and improving employees' work ability (i.e., health, competence and motivation) and longer working careers.CONCLUSIONS:Organisations within the HCS tend to focus on the recruitment of younger workers and/or migrant workers to address the current lack of skilled personnel. The idea of explicitly focusing on ageing workers and the concept of age management as a possible solution seems to lack awareness and/or popularity among organisations in the sector. The concept of age management offers a broad range of measures, which could be beneficial for both, employees and employers/organisations. Employees could benefit from a better occupational well-being and more meaningful careers, while employers could benefit from more committed employees with enhanced productivity, work ability and possibly a longer career.
机译：背景：健康和社会护理部门（HCS）目前在欧洲面临多种挑战：抵制老龄化社会的背景，更多的人需要护理。同时，若干国家报告缺乏熟练的人员。由于其结构特征，包括兼职工作人员的高度份额，老龄化劳动力和具有挑战性的工作条件，需要措施和战略处理这些挑战。方法：这种定性研究分析了三个国家的组织（德国，芬兰和英国）报告了类似的挑战以及如何支持HCS的更长的工作职业。因此，我们对护理组织进行了多种案例研究。共有54个与员工的半结构性访谈和管理层的代表进行了专题。结果：对访谈的分析显示，在全国范围内报告了类似的挑战。确定了提高工作能力和工作寿命参与（老龄化）工人的多种组织措施和战略。我们在案例中确定了类似的挑战，但在回应它们时的不同策略。关于组织措施，我们的研究结果表明，研究组织没有实施任何年龄特定的管理策略，而是实现了旨在维持和改善员工的工作能力的不同反应和积极主动的人际关系措施（即健康，能力和动机）和更长的工作职业生涯。结论：HCS中的组织倾向于专注于招聘年轻工人和/或移徙工人，以解决目前缺乏技术人员的工作人员。明确关注老龄工人的想法及作为可能解决方案的年龄管理概念似乎缺乏该部门组织之间的认识和/或受欢迎程度。年龄管理的概念提供了广泛的措施，这可能对员工和雇主/组织都有益。员工可以从更好的职业福祉和更有意义的职业中受益，而雇主可以从更加忠诚的员工中受益，以提高生产力，工作能力，可能是更长的职业生涯。

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