Turnover intention among institutional eldercare workers in China correlates with resource depletion, job stress, and inadequate organizational support — factors that directly impact care quality and continuity for aging populations. Understanding these workforce dynamics is essential for sustaining elder care infrastructure in rapidly aging societies.
Key Points
- Job stress and resource depletion predict eldercare worker turnover intention
- Organizational support and fairness buffer against turnover risk
- High turnover threatens care consistency and elder health outcomes
Longevity Analysis
The quality of institutional care for older adults depends on workforce stability. When eldercare workers experience chronic stress and inadequate support, turnover increases — creating discontinuity in care, reduced attention to individual health monitoring, and disrupted relationships that elders rely on for health surveillance and emotional resilience. Conversely, organizations that provide sufficient resources, fair treatment, and stress mitigation create environments where workers remain engaged and attentive to the subtle health signals that aging adults require. This research reveals that institutional longevity is not merely about individual health interventions; it reflects the structural conditions that enable consistent, high-quality care delivery across time.
Original published by SAGE Research on Aging, by Xiaoting Liu, Jie He, Jiaming Shi1School of Public Affairs, 12377Zhejiang University, Hangzhou, Zhejiang, China2Academy of Social Governance, 12377Zhejiang University, Hangzhou, Zhejiang, China3School of Public Administration, 12603Southwestern University of Finance and Economics, Chengdu, Sichuan, China.