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Abstract：
BACKGROUND: The population aging trend and the shortage of elderly care workers require the long-term care profession to become more attractive. However, the professional attractiveness among long-term care workers has yet to be extensively studied. This study aims to identify the factors that influence the attractiveness of the long-term care profession for nursing home (NH) care workers..
METHODS: A cross-sectional study was conducted in more than 50 NHs. Perception of professional attractiveness among long-term care workers and potential associated factors were measured using the Attractive Work Questionnaire (AWQ) and structural instruments including the Fraboni Scale of Ageism (FSA) and the Maslach Burnout Inventory (MBI). A multiple linear regression method was employed to explore the influence of potential independent variables on professional attractiveness.
RESULTS: The overall response rate was 99%. The results showed the score of professional attractiveness (185.37 ± 20.034), as well as the scores of each component (99.26 ± 11.258 for work condition, 30.13 ± 3.583 for work content, and 55.99 ± 7.074 for job satisfaction). Findings of multiple linear regression analysis indicated that age(β = 0.129, p<.05), years of work(β = 0.156, p<.05), 12-hour shifts(β = 0.185, p<.05), and training times per year(β = 0.148, p<.05) positively associated with long-term care workers perceived professional attractiveness. Whereas only ageism(β=-0.267, p<.05) significantly and negatively influenced professional attractiveness.
CONCLUSIONS: The perceived professional attractiveness of long-term care workers in NHs was acceptable. Age, years of work, shifts, training opportunities, and ageism contributed to the professional attractiveness of nursing home care workers in China. Target intervention measures should be taken to enhance the attractiveness of long-term care careers so as to avoid the shortage of long-term care workers.
METHODS: A cross-sectional study was conducted in more than 50 NHs. Perception of professional attractiveness among long-term care workers and potential associated factors were measured using the Attractive Work Questionnaire (AWQ) and structural instruments including the Fraboni Scale of Ageism (FSA) and the Maslach Burnout Inventory (MBI). A multiple linear regression method was employed to explore the influence of potential independent variables on professional attractiveness.
RESULTS: The overall response rate was 99%. The results showed the score of professional attractiveness (185.37 ± 20.034), as well as the scores of each component (99.26 ± 11.258 for work condition, 30.13 ± 3.583 for work content, and 55.99 ± 7.074 for job satisfaction). Findings of multiple linear regression analysis indicated that age(β = 0.129, p<.05), years of work(β = 0.156, p<.05), 12-hour shifts(β = 0.185, p<.05), and training times per year(β = 0.148, p<.05) positively associated with long-term care workers perceived professional attractiveness. Whereas only ageism(β=-0.267, p<.05) significantly and negatively influenced professional attractiveness.
CONCLUSIONS: The perceived professional attractiveness of long-term care workers in NHs was acceptable. Age, years of work, shifts, training opportunities, and ageism contributed to the professional attractiveness of nursing home care workers in China. Target intervention measures should be taken to enhance the attractiveness of long-term care careers so as to avoid the shortage of long-term care workers.
摘要：
背景：人口老龄化趋势和老年护理人员的短缺要求长期护理行业变得更具吸引力。然而,长期护理工作者的职业吸引力尚未得到广泛研究。这项研究旨在确定影响长期护理职业对养老院（NH）护理人员吸引力的因素。.
方法：在50多个NHs中进行了一项横断面研究。使用有吸引力的工作问卷（AWQ）和结构工具，包括Fraboni年龄歧视量表（FSA）和Maslach倦怠量表（MBI），测量了长期护理人员的职业吸引力和潜在的相关因素。采用多元线性回归方法探讨潜在自变量对职业吸引力的影响。
结果：总有效率为99%。结果显示职业吸引力得分(185.37±20.034),以及每个组件的分数(工作条件为99.26±11.258，工作内容为30.13±3.583，工作满意度为55.99±7.074)。多元线性回归分析结果表明，年龄(β=0.129，p<0.05)，工作年限(β=0.156，p<0.05)，12小时班次(β=0.185，p<.05)，每年的培训次数（β=0.148，p<.05）与长期护理工作者感知的专业吸引力呈正相关。而只有年龄歧视（β=-0.267，p<.05）显着影响职业吸引力。
结论：NHs长期护理工作者的职业吸引力是可以接受的。年龄,多年的工作,班次，培训机会,和年龄歧视有助于中国养老院护理人员的专业吸引力。应采取有针对性的干预措施，以增强长期护理职业的吸引力，从而避免长期护理工作者的短缺。
方法：在50多个NHs中进行了一项横断面研究。使用有吸引力的工作问卷（AWQ）和结构工具，包括Fraboni年龄歧视量表（FSA）和Maslach倦怠量表（MBI），测量了长期护理人员的职业吸引力和潜在的相关因素。采用多元线性回归方法探讨潜在自变量对职业吸引力的影响。
结果：总有效率为99%。结果显示职业吸引力得分(185.37±20.034),以及每个组件的分数(工作条件为99.26±11.258，工作内容为30.13±3.583，工作满意度为55.99±7.074)。多元线性回归分析结果表明，年龄(β=0.129，p<0.05)，工作年限(β=0.156，p<0.05)，12小时班次(β=0.185，p<.05)，每年的培训次数（β=0.148，p<.05）与长期护理工作者感知的专业吸引力呈正相关。而只有年龄歧视（β=-0.267，p<.05）显着影响职业吸引力。
结论：NHs长期护理工作者的职业吸引力是可以接受的。年龄,多年的工作,班次，培训机会,和年龄歧视有助于中国养老院护理人员的专业吸引力。应采取有针对性的干预措施，以增强长期护理职业的吸引力，从而避免长期护理工作者的短缺。
