A study of current status and issues for securing and retention of human resources in long-term care service providers

本稿は、介護労働者の人材不足に与える要因を検討するため、介護労働者側、介護サービス事業所側の双方から質的調査を実施した。その結果、これまでの研究で指摘されているように、「賃金を含む労働条件の改善」、「上司等や職員同士の関係改善」、「資格取得支援等の取り組み」が有効的であることが支持された。また、雇用形態やキャリアの違いに着目すると、正規職員と非正規職員の配置比率の違いや、採用時における職員のキャリアの違いが、事業所における人材不足に与える要因として示唆された。なお、親が祖父母等を介護する姿や、体験学習を経て介護の現場を目指した職員が、仕事に対するやる気、満足度が高い傾向にあることや、調査対象の介護労働者のうち、中途採用の職員全員が、対人サービスの経験があると回答しているという事実については、今後の研究課題であり、量的調査による検証が必要と考えられる。This is a qualitative research aiming to explore and examine factors likely to influence care worker shortages both from employee and employer perspectives. As already pointed out in precedent studies, such actions as improvement of working conditions including wages, good human relationships among senior and fellow colleagues within organizations and qualification support have been identified to be effective in securing workforce. The examination of differences of employee status and careers indicates that ratio of regular and part time employees and differences of employees careers at the time of employment are likely factors which influence shortages of human resources in service providers. The research has further observed that such care workers who sought jobs in the care sector after they observed their parents looking after their grandparents or engaged in care work experiences tended to have work motivation and high satisfaction with their jobs and all mid-career workers among interviewed care workers had interpersonal job experiences. These observations still remain tentative and need future quantitative studies.研究ノート・資料(Note