Effect of Job Training and Work Environment on Professionalism Among Direct Long-Term Care Workers

Abstract

This study examined the associations of job training and work environment with professionalism among direct long-term care (LTC) workers in South Korea. Given the cross-sectional design, the findings reflect statistical associations rather than causal relationships. A survey of 264 LTC workers was analyzed using descriptive statistics, correlations, and hierarchical regression. Model fit improved from Model 1 to Model 3 (R2 = 0.370), and regression assumptions—including normality, homoscedasticity, and multicollinearity—were verified (all VIFs < 2.5). Work environment factors showed the strongest associations with professionalism. In the fully adjusted model, work promotion was positively associated (β = 0.177, p < 0.05), whereas work hindrance was negatively associated (β = −0.201, p < 0.01). Among sociodemographic variables, education (β = 0.183, p < 0.01) and monthly income (β = 0.113, p < 0.05) were significant. Job training showed no direct association with professionalism, likely reflecting limited variability and repetitive training content across institutions. Enhancing work environments—particularly by increasing recognition and reducing work obstacles—may strengthen professionalism among LTC workers. Job training systems may require redesign to improve relevance and effectiveness. Because data were drawn from a single region (Gyeonggi-do) and rely on self-report measures, generalizability is limited. Future studies should include multi-regional or longitudinal designs to deepen the understanding of workforce professionalism in aging societies. Practically, these findings suggest that improving recognition systems, reducing workflow barriers, and modernizing standardized training curricula may help strengthen professionalism among long-term care workers.