Doctor of Physical Therapy Division, Duke University Medical Centre, Box 104002, Durham, North Carolina, USA.
BMC Health Serv Res. 2012 May 29;12:133. doi: 10.1186/1472-6963-12-133.
Recruiting and retaining health professions remains a high priority for health system planners. Different employment sectors may vary in their appeal to providers. We used the concepts of inflow and stickiness to assess the relative attractiveness of sectors for physical therapists (PTs) in Ontario, Canada. Inflow was defined as the percentage of PTs working in a sector who were not there the previous year. Stickiness was defined as the transition probability that a physical therapist will remain in a given employment sector year-to-year.
A longitudinal dataset of registered PTs in Ontario (1999-2007) was created, and primary employment sector was categorized as 'hospital', 'community', 'long term care' (LTC) or 'other.' Inflow and stickiness values were then calculated for each sector, and trends were analyzed.
There were 5003 PTs in 1999, which grew to 6064 by 2007, representing a 21.2% absolute growth. Inflow grew across all sectors, but the LTC sector had the highest inflow of 32.0%. PTs practicing in hospitals had the highest stickiness, with 87.4% of those who worked in this sector remaining year-to-year. The community and other employment sectors had stickiness values of 78.2% and 86.8% respectively, while the LTC sector had the lowest stickiness of 73.4%.
Among all employment sectors, LTC had highest inflow but lowest stickiness. Given expected increases in demand for services, understanding provider transitional probabilities and employment preferences may provide a useful policy and planning tool in developing a sustainable health human resource base across all employment sectors.
招聘和留住卫生专业人员仍然是卫生系统规划者的首要任务。不同的就业部门对提供者的吸引力可能不同。我们使用流入和粘性的概念来评估加拿大安大略省物理治疗师（PTs）各部门的相对吸引力。流入定义为在一个部门工作的 PT 中，上一年不在该部门工作的百分比。粘性定义为物理治疗师在给定就业部门中每年保持不变的转换概率。
创建了安大略省注册 PT 的纵向数据集（1999-2007 年），并将主要就业部门分类为“医院”、“社区”、“长期护理”（LTC）或“其他”。然后计算了每个部门的流入和粘性值，并分析了趋势。
1999 年有 5003 名 PT，到 2007 年增长到 6064 名，增长了 21.2%。所有部门的流入都在增长，但 LTC 部门的流入最高，为 32.0%。在医院工作的 PT 粘性最高，在该部门工作的人中，有 87.4%的人每年都在工作。社区和其他就业部门的粘性分别为 78.2%和 86.8%，而 LTC 部门的粘性最低，为 73.4%。
在所有就业部门中，LTC 的流入量最高，但粘性最低。鉴于服务需求预计会增加，了解提供者的过渡概率和就业偏好可能为开发所有就业部门的可持续卫生人力资源基础提供有用的政策和规划工具。
