Retention

This article aimed to examine the impact of nursing practice environments, nurse staffing and nurse education on nurse reported intention to leave the hospital; and to provide understanding of which best practices in the organization of nursing care are being implemented to provide sound practice environments and to retain nurses. [from abstract]

This study attempted to identify factors that would influence registered nurses’ decisions to stay with their current employers in the Gauteng Province of South Africa. [from abstract]

is study aims to broaden the understanding of factors associated with recruitment and retention of occupational therapists and physiotherapists in rural regions, through a synthesis of evidence from qualitative studies found in the literature. [from abstract]

This paper creates awareness of the current human resource crisis that Zambia is facing, taking into account the few doctors serving rural communities in the country; and argues that the main driver of doctors’ exodus out of the country is the search for better conditions of service. The paper presents the advantages and disadvantages of various policy options geared toward stemming the tide of doctors leaving the country, primarily through creating greater incentives for doctors to stay. [from author]

This toolkit is intended to allow human resources managers to determine health professionals’ motivational preferences for accepting and remaining in posts. The toolkit builds on the WHO global policy recommendations for rural retention and is based on the discrete choice experiment, a powerful research method that identifies the trade-offs health professionals (or other types of workers) are willing to make between specific job characteristics and determines their preferences for various incentive packages, including the probability of accepting a post in a rural health facility.

This free online course, developed by the HRH Global Resource Center and CapacityPlus, is based on the Rapid Retention Survey Toolkit. This course will orient participants on how to use a rapid discrete choice experiment methodology to design evidence-based incentives to attract and retain health workers in rural and remote areas. [from publisher]

In response to the shortage of doctors in remote communities, the Philippines began a progrom to attract physicians to work in such areas for a prescribed 2-year period, but ongoing monitoring shows that very few chose to remain there for longer. This assessment was carried out to explore the reasons for the low retention rates and to propose possible strategies to reverse the trend. [adapted from abstract]

This study aims at investigating primary healthcare health providers’ work characteristics, level of burnout and likelihood to quit and identify the factors that are significantly associated with staff retention at primary healthcare centers in Lebanon. [adapted from author]

This report uses a realist review, which is a theory-based method, to address the questions of why and how certain rural retention interventions work better in some contexts and fail in others. The report provides strong support for the assertion that a bundle of retention strategies should be used in order to successfully attract and retain health workers in remote and rural areas and provides insight into why interventions that were effective in one setting may or may not produce similar results in another. [adapted from preface]

The aim of this study was to examine the relationship between quality of work life and turnover intention of primary health care nurses in Saudi Arabia. [from abstract]

The aim of this study was to explore the factors influencing the career plans of medical students and recent graduates with regard to four policy-relevant aspects: emigration outside Malawi; working at district level; private sector employment and postgraduate specialisation. [from abstract]

This study examined the factors associated with a physician’s decision to leave a work location. We compared different generations of physicians to assess whether these factors have changed over generations. [from abstract]

This paper investigates whether governments in developing countries can retain skilled health workers by raising public sector wages using sudden, policy-induced wage variation, in which the Government of Ghana restructured the pay scale for government health workers. [adapted from abstract]

This study aims to identify aspects of recruitment and retention of rural allied health professionals using qualitative methodology to establish the motives and conditions that encourage allied health professionals to practice rurally. [from abstract]

Many countries are facing an ageing of the nursing workforce and increasing workforce shortages. This article reports findings from a qualitative study of 15 participants who explored perceived opportunities for and barriers to implementing flexible strategies to engage older nurses in the workforce after they resign from full-time work. [adapted from abstract}

In order to explain the Christian Health Association of Malawi’a (CHAM) approaches to HRH, this paper gives an overview of CHAM especially its operational structure; reviews HRH data from affiliated institutions; looks at elements faced by CHAM with regards to retention; and analyzes what CHAM has done to promote retention of health workers. [adapted from author]

Using qualitative data from Rwanda, this study focuses on four institutional factors that affect health worker performance and career choice: incentives, monitoring arrangements, professional norms and health workers’ intrinsic motivation. It also provides illustrations of three institutional innovations that work, at least in the context of Rwanda: performance pay, the establishment of community health workers and increased attention to the training of health workers. [adapted from introduction]

The government of Rwanda has identified human resources for health as one of its policy priorities. This study aims to contribute to building a better understanding of health worker choice and behaviour, and to improve evidence based polcies. [from summary]

This paper estimates the effectiveness of a range of policy interventions aimed at improving the supply of health workers to rural areas in Ethiopia. Using data from a survey of 861 health workers, it employs stated preference techniques to predict labor market responses of doctors and nurses to changes in rural wages, working conditions, housing bene…ts, and training opportunities. [from abstract]

This study investigated the career intentions of graduating students attending medical schools in sub-Saharan Africa to identify interventions which may improve retention of African physicians in their country of training or origin. [from abstract]

This research aims to answer concerns about the magnitude, determinants and successful ways of reducing lay health worker attrition in health programs. [adapted from abstract]

The objective of this article is to argue that it is important for all stakeholders involved in rural recruitment and/or retention processes to consider their decisions and actions from an ethics perspective. [from abstract]

The overall goal of the post-graduation tracer survey was to determine the proportion of graduates still working in Southern Sudan, where they have been deployed, their specific duties, and the perceptions of the graduates on the effectiveness of the training program in preparing them for their duties. [adapted from author]

This technical report presents the results of a discrete choice experiment (DCE) conducted by the Lao People’s Democratic Republic Ministry of Health, in partnership with the World Health Organization and CapacityPlus, using CapacityPlus’s rural retention survey toolkit. The DCE surveyed health professional students and health workers practicing in rural provinces to investigate their motivational preferences for potential strategies to increase attraction and retention in the country’s rural and remote settings. [from publisher]

This study aimed to analyze the relationship between job satisfaction, burnout, and turnover intention, and further to determine whether occupational burnout can serve as a mediator among Chinese physicians from urban state-owned medical institutions. [from abstract]

The Ministry of Health, in partnership with CapacityPlus, conducted a discrete choice experiment survey among current students in health training programs as well as health workers practicing in rural districts to investigate preferences for potential attraction and retention strategies. The results constitute an important input to the policy-making process related to the identification, costing, and selection of possible retention interventions for implementation. [from publisher]

What will motivate health workers to stay in rural areas? This brief presents an overview of the issue of retention along with suggested actions, key considerations, and resources. [from publisher]

This paper reviews the evidence on costing interventions to improve health workforce recruitment and retention in remote and rural areas, provides guidance to undertake a costing evaluation of such interventions and investigates the role and importance of costing to inform the broader assessment of how to improve health workforce planning and management. [from abstract]

This study used the Maslach Burnout Inventory to evaluate the degree of burnout among junior doctors at Red Cross War Memorial Children’s Hospital and the influence on the retention of valuable skills in the hospital. [from author]

The purpose of this paper is to review the literature on the impact of nurse turnover and highlight the benefits of workforce stability. The cost of turnover and turnover issues are examined in relation to the existing literature and with an international lens. [from summary]