Slagle Derek R, Byington Randy L, Verhovsek Ester L
School of Public Administration, Florida Atlantic University, Boca Raton, FL, USA.
J Health Care Finance. 2012 Summer;38(4):91-104.
Due to an increase in the need for allied health professionals, there is a growing interest to assess the allied health workforce and its employment needs. This is especially true in medically underserved rural areas where there is a critical shortage of allied health professionals. A survey was sent to allied health administrators across a variety of allied health disciplines working in Tennessee hospitals in order to gauge opinions on retention and recruitment strategies. Overall successful strategies for recruitment and retention of allied health professionals were reported as well as differences between urban and rural areas, differences of perceptions of strategy effectiveness among allied health disciplines, and key strategies for rural allied health recruitment. Little is known about organizational policies impacting recruitment and retention practices of allied health professionals in Tennessee hospitals. Understanding of this problem is vital to the prevention of a critical shortage of allied health professionals. Therefore, this study sought to compare rural and urban hospital in Tennessee with respect to recruitment and retention needs.
由于对专职医疗人员的需求增加，人们越来越有兴趣评估专职医疗人员队伍及其就业需求。在医疗服务不足的农村地区尤其如此，那里严重缺乏专职医疗人员。一项调查被发送给田纳西州医院中从事各种专职医疗学科工作的专职医疗管理人员，以了解他们对留用和招聘策略的看法。报告了招聘和留用专职医疗人员的总体成功策略，以及城乡之间的差异、专职医疗学科对策略有效性认知的差异，以及农村专职医疗招聘的关键策略。关于影响田纳西州医院专职医疗人员招聘和留用做法的组织政策，人们知之甚少。了解这个问题对于预防专职医疗人员的严重短缺至关重要。因此，本研究旨在比较田纳西州农村和城市医院在招聘和留用需求方面的情况。
