|Title:||Factors Affecting the Recruitment and Retention of Allied Health Professionals in Rural New South Wales|
|Keywords:||Rural; Allied Health, Workforce, Recruitment and Retention, health Manpower, Workforce planning|
|Publisher:||University of Sydney|
Discipline of Health Science.
|Abstract:||Factors affecting the recruitment and retention of allied health professionals in rural New South Wales Rural allied health professional (AHP) workforce shortages are widespread. Evidence is needed to underpin policy addressing this problem. This research surveyed all AHPs in rural NSW, with an estimated response rate of 44%. Of 1879 respondents, 776 (41%) intended leaving their job within 5 years, most often citing retirement and better career prospects as reasons to leave. Respondents were attracted to their jobs for “work/life balance” yet 34% reported working > 40 hours/week. Other attractors were type of work, climate/location, and a good place to raise children. While 79% were satisfied with their job, only 35% had no plans to leave. Six focus groups further explored factors influencing recruitment and retention. Participants associated heavy workloads with inadequate management and inequitable resource allocation, and reported an emotional toll from being unable to meet the needs of their communities. Career progression and access to continuing professional development (CPD) were central themes. Personal factors, isolation and type of work also affected retention. Factor analysis of survey data was used to compare public and private sector AHPs using logistic regression. The factor Clinical Demand predicted intention to leave in both public and private sectors while Sense of Community and Professional Isolation were significant only in the public cohort. Neither Resource Availability nor Get Away From Work were significant. Age group was the strongest predictor of intention to leave, with those <30 years old being 4 times more likely to intend leaving than 40-50 year olds. Results suggest factors influence rural AHP recruitment and retention differently depending on career stage. The validity of basing rural AHP workforce policy on research using only rural doctors is challenged by the importance of career progression and CPD in retaining rural AHPs. Further research is needed on the influences of management, CPD and career stage.|
|Description:||Includes published papers co-authored with others|
|Access Level:||Access is restricted to staff and students of the University of Sydney . UniKey credentials are required. Non university access may be obtained by visiting the University of Sydney Library.|
|Rights and Permissions:||The author retains copyright of this thesis. It may only be used for the purposes of research and study. It must not be used for any other purposes and may not be transmitted or shared with others without prior permission.|
|Type of Work:||PhD Doctorate|
|Type of Publication:||Doctor of Philosophy Ph.D.|
|Appears in Collections:||Sydney Digital Theses (University of Sydney Access only)|
|Keane Thesis - Final Copy.pdf||Thesis||3.62 MB||Adobe PDF|
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