Workforce Sustainability in Our Aging Society: Exploring How the Burden–Burnout Mechanism Exacerbates the Turnover Intentions of Employees Who Combine Work and Informal Eldercare
Abstract
:1. Introduction
1.1. Theoretical Framework
1.2. Turnover Intention among Informal Caregivers
1.3. Informal Caregivers’ Burden and Work Demand as Primary Stressors
1.4. The Mediation Role of the Work–Family Conflict as a Secondary Stressor and Exhaustion
2. Materials and Methods
2.1. Study Design and Sample Size
2.2. Participants and Data Collection
2.3. Ethical Considerations
2.4. Variables and Measurements
2.4.1. Demographic Characteristics
2.4.2. Variables Related to the Care of the Elderly
2.4.3. Study Measures
2.5. Statistical Analysis
3. Results
3.1. Demographic Characteristics
3.2. The Care and Support of the Elderly
3.3. Correlations between Study Variables
3.4. Structural Equation Modeling for Examining Relationships between Study Variables
4. Discussion
Limitations and Future Research
5. Conclusions
6. Practical Implications
Author Contributions
Funding
Institutional Review Board Statement
Informed Consent Statement
Data Availability Statement
Conflicts of Interest
References
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N | % | M | SD | ||
---|---|---|---|---|---|
Gender | Woman | 129 | 36.2% | ||
Man | 227 | 63.8% | |||
Age | 45–49 | 112 | 31.5% | 54.0 | 6.4 |
50–54 | 87 | 24.4% | |||
55–59 | 72 | 20.2% | |||
60–64 | 59 | 16.6% | |||
65–68 | 26 | 7.3% | |||
Marital Status | Married | 285 | 80.1% | ||
Single | 22 | 6.2% | |||
Divorced | 45 | 12.6% | |||
Widower | 4 | 1.1% | |||
No. of Children a | 0 | 31 | 8.7% | 2.9 | 1.7 |
1 | 27 | 7.6% | |||
2 | 82 | 23.1% | |||
3 | 119 | 33.5% | |||
4 | 43 | 12.1% | |||
5–6 | 42 | 11.8% | |||
7–8 | 10 | 2.8% | |||
12 | 1 | 0.3% | |||
Employment | Part-time employee | 52 | 14.6% | ||
Full time employee | 254 | 71.3% | |||
Self employed | 50 | 14.0% | |||
Religiousness | Secular | 194 | 54.5% | ||
Traditional | 116 | 32.6% | |||
Religious | 36 | 10.1% | |||
Very Religious | 10 | 2.8% | |||
Education | High school | 27 | 7.6% | ||
Professional training | 127 | 35.7% | |||
Bachelor’s degree | 113 | 31.7% | |||
Masters’ degree or higher | 89 | 25.0% | |||
Income | 1500–9500 | 68 | 19.1% | 17,547 | 21,052 |
10,000–14,500 | 90 | 25.3% | |||
15,000–19,500 | 101 | 28.4% | |||
20,000–24,500 | 53 | 14.9% | |||
25,000–29,500 | 20 | 5.6% | |||
30,000 and above | 24 | 6.7% |
1 | 2 | 3 | 4 | 5 | 6 | 7 | Cronbach’s Alpha | M | SD | Range | |
---|---|---|---|---|---|---|---|---|---|---|---|
1. Work demand 1 | 1 | 0.914 | 3.77 | 0.81 | 1–5 | ||||||
2. Caregiver burden 1 | 0.12 * | 1 | 0.885 | 2.24 | 0.67 | 1–5 | |||||
3. Work–family conflict total 2 | 0.24 ** | 0.33 ** | 1 | 0.914 | 2.40 | 0.89 | 1–5 | ||||
4. Work–family conflict time 2 | 0.22 ** | 0.30 ** | 0.88 ** | 1 | 0.883 | 2.36 | 1.05 | 1–5 | |||
5. Work–family conflict strain 2 | 0.21 ** | 0.34 ** | 0.91 ** | 0.77 ** | 1 | 0.886 | 2.41 | 1.03 | 1–5 | ||
6. Work–family conflict behavioral 2 | 0.19 ** | 0.21 ** | 0.80 ** | 0.51 ** | 0.58 ** | 1 | 0.842 | 2.42 | 1.01 | 1–5 | |
7. Exhaustion 2 | 0.22 ** | 0.24 ** | 0.65 ** | 0.55 ** | 0.66 ** | 0.47 ** | 1 | 0.869 | 2.86 | 1.36 | 1–7 |
8. Turnover intention 3 | 0.09 * | 0.11 * | 0.31 ** | 0.27 ** | 0.33 ** | 0.21 ** | 0.37 ** | 0.806 | 3.31 | 1.65 | 1–7 |
Work–Family Conflict | Exhaustion | Turnover Intention | |||||||
---|---|---|---|---|---|---|---|---|---|
Effect | SE | 95% BC CI a | Effect | SE | 95% BC CI a | Effect | SE | 95% BC CI a | |
Direct effects | |||||||||
Caregiver burden | 0.41 | 0.07 | [0.26, 0.57] | −0.03 | 0.09 | [−0.19, 0.16] | −0.03 | 0.12 | [−0.27, 0.22] |
Work demand | 0.21 | 0.06 | [0.10, 0.35] | 0.11 | 0.08 | [−0.04, 0.28] | −0.00 | 0.12 | [−0.22, 0.22] |
Work–family conflict | – | – | – | 1.07 | 0.09 | [0.89, 1.26] | 0.31 | 0.17 | [−0.04, 0.58] |
Exhaustion | – | – | – | – | – | – | 0.30 | 0.09 | [0.12, 0.50] |
Indirect effects | |||||||||
Caregiver burden | – | – | – | 0.44 | 0.08 | [0.28, 0.61] | 0.25 | 0.07 | [0.13, 0.39] |
Work demand | – | – | – | 0.23 | 0.07 | [0.10, 0.38] | 0.16 | 0.05 | [0.08, 0.28] |
Work–family conflict | – | – | – | – | – | – | 0.32 | 0.10 | [0.15, 0.55] |
Total effects | |||||||||
Caregiver burden | – | – | – | 0.41 | 0.10 | [0.22, 0.62] | 0.22 | 0.12 | [−0.03, 0.46] |
Work demand | – | – | – | 0.33 | 0.09 | [0.16, 0.49] | 0.16 | 0.11 | [−0.07, 0.40] |
Work–family conflict | – | – | – | – | – | – | 0.63 | 0.13 | [0.37, 0.87] |
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Vinarski-Peretz, H.; Mashiach-Eizenberg, M.; Halperin, D. Workforce Sustainability in Our Aging Society: Exploring How the Burden–Burnout Mechanism Exacerbates the Turnover Intentions of Employees Who Combine Work and Informal Eldercare. Sustainability 2024, 16, 7553. https://doi.org/10.3390/su16177553
Vinarski-Peretz H, Mashiach-Eizenberg M, Halperin D. Workforce Sustainability in Our Aging Society: Exploring How the Burden–Burnout Mechanism Exacerbates the Turnover Intentions of Employees Who Combine Work and Informal Eldercare. Sustainability. 2024; 16(17):7553. https://doi.org/10.3390/su16177553
Chicago/Turabian StyleVinarski-Peretz, Hedva, Michal Mashiach-Eizenberg, and Dafna Halperin. 2024. "Workforce Sustainability in Our Aging Society: Exploring How the Burden–Burnout Mechanism Exacerbates the Turnover Intentions of Employees Who Combine Work and Informal Eldercare" Sustainability 16, no. 17: 7553. https://doi.org/10.3390/su16177553