The Implementation of a Model of Person-Centred Practice In Older ...

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The implementation of a model of person-centred practice in older person settings Setting Data Collection points Time Time 1 Time 2 Time 3 Significant change Workload 4.23 4.04 4.02 ** Positive Inadequate Preparation Lack of Staff Support 3.24 3.47 3.05 3.12 3.13 3.28 ** Negative ** Positive Conflict with other staff Uncertainty regarding treatment 2.86 2.30 2.65 2.06 2.74 2.14 ** Positive ** Positive Work – Social Life balance Working environment 2.69 2.97 2.61 2.78 2.72 3.06 NS ** Negative Lack of communication and support Career Development 3.38 2.70 3.02 2.45 3.08 2.49 ** Positive ** Unchanged Satisfaction with Pay and Prospects Satisfaction with Training 3.77 4.22 4.13 4.30 3.64 4.24 ** Negative NS Personal Satisfaction 5.02 5.22 5.12 ** Positive Professional Satisfaction 5.00 5.16 5.14 ** Positive Adequate Staffing and Resources 3.08 3.3 3.60 ** Positive Professional Relationships others with 3.83 4.28 4.53 ** Positive Staff management Empowerment 4.63 4.04 4.85 4.32 4.99 4.43 ** Positive ** Positive Organizational Commitment 4.72 4.99 4.97 ** Positive Intention to leave 3.24 2.74 2.90 ** Positive Table 4.4: Mean scores of each of the 19 constructs * = statistical significance at p>0.05; ** = significance at p>0.01 In the nurse sample, statically significant changes were observed on twelve of the nineteen factors (see Table 4.5), all indicating the change to be in a positive direction. In the seven factors that changed but at a non-significant level, the modest change was in a positive direction with stress levels decreasing, job satisfaction levels increasing and the practice environment being stronger and a better environment to work in. The care worker sample showed similar findings. Statistically significant changes were observed on seventeen of the nineteen factors, with twelve indicating the change to be in a positive direction. In particular, the programme had a very positive and significant impact on the organizational work environment. All 6 factors changed positively and all at a statistically significant level. Overall, it can be concluded from both data sets that the programme had a significant effect in changing the practice setting, contributed to the development of more positive practice environments and facilitated better environments to work in. Further data analysis sought to determine which constructs (factors) changed in the different participating sites. Whilst statistical analysis across the sites is limited to those sites where data were collected on all three time points, examination of the impact of the programme indicates variability in findings. 133
The implementation of a model of person-centred practice in older person settings In the nurse sample, the number of significant changes in factors across each of the sites ranged from a maximum of 12 and a minimum of 1 (see Table 4.5). The average number of construct changes was 3. All sites reported at least one significant change. The largest impact was reported at Site 10 with 12 constructs being changed. Examination of the impact of the programme on factors shows that significant changes were reported on each of the factors but the biggest impact occurred on the factors ‘satisfaction with pay and prospects’, ‘satisfaction with training’ and ‘intention to leave’. In the care worker sample, the number of significant changes in factors across each of the sites ranged from 0 to 7 (see Table 4.6). Examination of the impact of the programme on factors show that significant changes were reported on each of the factors but the intervention had the biggest impact on changing the factors ‘conflict with other staff ‘and ‘adequate staffing and resources’. Both these constructs are indicative of positive change towards more person-centred practice environments. 134
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