Vom attraktiven Ausbildungsort zum Traumarbeitsplatz? Potenziale gezielt fördern, Personal gezielt binden – Erkenntnisse einer querschnittlichen, deskriptiven, nicht-interventionellen Befragungsstudie am Lern- und Arbeitsort Häuslichkeit

Abstract

Introduction

The growing demand for home care due to demographic changes and the preference of older people to remain at home presents new challenges for nursing professionals. Despite positive practical experiences, only a few trainees currently choose to start their professional career in the home care sector, indicating structural deficits and specific demands in this setting. The aim of the study was to identify factors influencing entry and retention of nursing professionals in ambulatory care, and to highlight actionable features for increasing attachment to the home care sector.

Methods

The study, which was conducted from May to June 2024, is based on a nationwide, standardized online cross-sectional survey among nursing trainees, educators, and nursing professionals in home care services in Germany. To ensure data protection and quality, a modular, anonymized survey process with target group-specific modules and comprehensive technical safeguards was implemented. Data analysis included descriptive and inferential statistics (χ²-Test, logistic regression, Mantel–Haenszel test), with potential confounders controlled by stratified analyses.

Results

A total of 1,603 questionnaires completed by nursing professionals, educators, and trainees were analyzed. Relevant differences were observed regarding the importance of working conditions and competencies: while educators emphasize social skills, practical experience is crucial for nursing professionals. Trainees rated digital, self-management, and improvisational competencies as significantly more important than the other groups. The results show that both personal and organizational factors influence the perceived attractiveness and competence profile in home care in different ways.

Discussion

The study indicates that team atmosphere, appreciative organizational culture, innovative working models, and targeted preparation are key levers for the attractiveness and retention in home care. Divergent priorities among educators, nursing professionals, and trainees underscore the need for closer integration of education, onboarding, and competency development. Structural deficits and mismatched expectations in the home care setting hinder sustainable recruitment, making targeted promotion of personal and digital skills as well as improved working conditions necessary.

Conclusion

Sustainable retention of nursing professionals in the home care setting requires a combination of structural improvements, targeted competency development, and attractive working conditions. Reforms should address the distinct needs of trainees, educators, and professionals in order to make careers in the home care sector a more attractive and sustainable choice.