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The evolving role of health care aides in the long-term care and home and community care sectors in Canada

Overview of attention for article published in Human Resources for Health, June 2013
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About this Attention Score

  • In the top 25% of all research outputs scored by Altmetric
  • High Attention Score compared to outputs of the same age (90th percentile)
  • High Attention Score compared to outputs of the same age and source (83rd percentile)

Mentioned by

blogs
1 blog
twitter
6 tweeters
wikipedia
1 Wikipedia page

Citations

dimensions_citation
40 Dimensions

Readers on

mendeley
74 Mendeley
Title
The evolving role of health care aides in the long-term care and home and community care sectors in Canada
Published in
Human Resources for Health, June 2013
DOI 10.1186/1478-4491-11-25
Pubmed ID
Authors

Whitney Berta, Audrey Laporte, Raisa Deber, Andrea Baumann, Brenda Gamble

Abstract

Health Care Aides (HCAs) provide up to 80% of the direct care to older Canadians living in long-term care facilities, or in their homes. They are an understudied workforce, and calls for health human resources strategies relating to these workers are, we feel, precipitous. First, we need a better understanding of the nature and scope of their work, and of the factors that shape it. Here, we discuss the evolving role of HCAs and the factors that impact how and where they work. The work of HCAs includes role-required behaviors, an increasing array of delegated acts, and extra-role behaviors like emotional support. Role boundaries, particularly instances where some workers over-invest in care beyond expected levels, are identified as one of the biggest concerns among employers of HCAs in the current cost-containment environment. A number of factors significantly impact what these workers do and where they work, including market-level differences, job mobility, and work structure. In Canada, entry into this 'profession' is increasingly constrained to the Home and Community Care sector, while market-level and work structure differences constrain job mobility to transitions of only the most experienced workers, to the long-term care sector. We note that this is in direct opposition to recent policy initiatives designed to encourage aging at home. Work structure influences what these workers do, and how they work; many HCAs work for three or four different agencies in order to sustain themselves and their families. Expectations with regard to HCA preparation have changed over the past decade in Canada, and training is emerging as a high priority health human resource issue. An increasing emphasis on improving quality of care and measuring performance, and on integrated team-based care delivery, has considerable implications for worker training. New models of care delivery foreshadow a need for management and leadership expertise--these workers have not historically been prepared for leadership roles. We conclude with a brief discussion of the next steps necessary to generating evidence necessary to informing a health human resource strategy relating to the provision of care to older Canadians.

Twitter Demographics

The data shown below were collected from the profiles of 6 tweeters who shared this research output. Click here to find out more about how the information was compiled.

Mendeley readers

The data shown below were compiled from readership statistics for 74 Mendeley readers of this research output. Click here to see the associated Mendeley record.

Geographical breakdown

Country Count As %
Canada 3 4%
Switzerland 1 1%
Unknown 70 95%

Demographic breakdown

Readers by professional status Count As %
Student > Master 18 24%
Researcher 11 15%
Student > Bachelor 11 15%
Unspecified 8 11%
Student > Ph. D. Student 8 11%
Other 18 24%
Readers by discipline Count As %
Medicine and Dentistry 17 23%
Social Sciences 17 23%
Unspecified 12 16%
Nursing and Health Professions 11 15%
Business, Management and Accounting 4 5%
Other 13 18%

Attention Score in Context

This research output has an Altmetric Attention Score of 14. This is our high-level measure of the quality and quantity of online attention that it has received. This Attention Score, as well as the ranking and number of research outputs shown below, was calculated when the research output was last mentioned on 13 December 2018.
All research outputs
#1,070,375
of 13,055,201 outputs
Outputs from Human Resources for Health
#124
of 701 outputs
Outputs of similar age
#14,135
of 150,980 outputs
Outputs of similar age from Human Resources for Health
#1
of 6 outputs
Altmetric has tracked 13,055,201 research outputs across all sources so far. Compared to these this one has done particularly well and is in the 91st percentile: it's in the top 10% of all research outputs ever tracked by Altmetric.
So far Altmetric has tracked 701 research outputs from this source. They typically receive more attention than average, with a mean Attention Score of 9.1. This one has done well, scoring higher than 82% of its peers.
Older research outputs will score higher simply because they've had more time to accumulate mentions. To account for age we can compare this Altmetric Attention Score to the 150,980 tracked outputs that were published within six weeks on either side of this one in any source. This one has done particularly well, scoring higher than 90% of its contemporaries.
We're also able to compare this research output to 6 others from the same source and published within six weeks on either side of this one. This one has scored higher than all of them