The Business School, Loughborough University, Loughborough, UK.
Int J Lang Commun Disord. 2009 Nov-Dec;44(6):883-900. doi: 10.1080/13682820802381334.
Research into recruitment, retention and return of speech and language therapists in the National Health Service (NHS) is relatively limited, particularly in respect of understanding the factors that drive employment choice decisions.
To identify what factors influence speech and language therapists working in the NHS to stay, and consider leaving, but not do so. To identify what features of the NHS and alternative employers influence speech and language therapists to leave the NHS. To identify why some speech and language therapists return to the NHS after working elsewhere.
METHODS & PROCEDURES: A total of 516 male and female speech and language therapists, in three distinct groups (NHS stayers, leavers and returners) completed a questionnaire and gave responses to open-ended questions regarding their perceptions of the NHS and other employers. Qualitative data analysis identified reasons why individuals stayed in, left or returned to the NHS employment, and what actions could be taken by management to facilitate retention and return.
OUTCOMES & RESULTS: Stayers value job and pension security; professional development opportunities; the work itself; and professional support. Leavers not involved in childcare left because of workload/pressure/stress; poor pay; and not being able to give good patient care. Returners returned because of flexible hours; work location; professional development; and pension provision. Stayers and returners primarily wish to see more staff in the NHS, whereas leavers would return if there were more flexibility in work arrangements. Returners were particularly hostile towards Agenda for Change.
CONCLUSIONS & IMPLICATIONS: Whilst some preferences appear to require increased resources, others such as reducing bureaucracy and valuing professionals do not. The full impact of Agenda for Change has yet to be established. Predicted excess labour supply of allied health professionals and future structural changes present pressures but also possible opportunities for speech and language therapists.
针对英国国家医疗服务体系（NHS）中言语治疗师的招聘、保留和回聘的研究相对较少，尤其是在理解影响就业选择决策的因素方面。
确定哪些因素影响在 NHS 工作的言语治疗师选择留下，以及考虑离开但最终没有离开。确定 NHS 和其他雇主的哪些特点会促使言语治疗师离开 NHS。确定为什么一些言语治疗师在其他地方工作后返回 NHS。
共有 516 名男女言语治疗师，分为三组（NHS 留守者、离职者和回聘者），他们填写了一份问卷，并对有关他们对 NHS 和其他雇主的看法的开放式问题作出了答复。定性数据分析确定了个人选择留在 NHS、离开 NHS 或返回 NHS 工作的原因，以及管理层可以采取哪些措施来促进保留和回聘。
留守者看重工作和养老金保障、职业发展机会、工作本身和专业支持。不参与儿童保育的离职者离开是因为工作量/压力/紧张、薪酬低以及无法提供良好的患者护理。回聘者是因为灵活的工作时间、工作地点、职业发展和养老金而返回。留守者和回聘者主要希望 NHS 增加人手，而离职者希望工作安排更加灵活。回聘者特别反感“变革议程”。
虽然一些偏好似乎需要增加资源，但其他偏好，如减少官僚主义和重视专业人员，并不需要。变革议程的全部影响尚未确定。预计辅助保健专业人员的劳动力供应过剩和未来的结构变化带来了压力，但也为言语治疗师提供了可能的机会。
