Steinmetz Stephanie, de Vries Daniel H, Tijdens Kea G
Department of Sociology & Anthropology, University of Amsterdam, Amsterdam, the Netherlands.
Hum Resour Health. 2014 Apr 23;12:23. doi: 10.1186/1478-4491-12-23.
Turnover in the health workforce is a concern as it is costly and detrimental to organizational performance and quality of care. Most studies have focused on the influence of individual and organizational factors on an employee's intention to quit. Inspired by the observation that providing care is based on the duration of practices, tasks and processes (issues of time) rather than exchange values (wages), this paper focuses on the influence of working-time characteristics and wages on an employee's intention to stay.
Using data from the WageIndicator web survey (N = 5,323), three logistic regression models were used to estimate health care employee's intention to stay for Belgium, Germany and the Netherlands. The first model includes working-time characteristics controlling for a set of sociodemographic variables, job categories, promotion and organization-related characteristics. The second model tests the impact of wage-related characteristics. The third model includes both working-time- and wage-related aspects.
Model 1 reveals that working-time-related factors significantly affect intention to stay across all countries. In particular, working part-time hours, overtime and a long commuting time decrease the intention to stay with the same employer. The analysis also shows that job dissatisfaction is a strong predictor for the intention to leave, next to being a woman, being moderately or well educated, and being promoted in the current organization. In Model 2, wage-related characteristics demonstrate that employees with a low wage or low wage satisfaction are less likely to express an intention to stay. The effect of wage satisfaction is not surprising; it confirms that besides a high wage, wage satisfaction is essential. When considering all factors in Model 3, all effects remain significant, indicating that attention to working and commuting times can complement attention to wages and wage satisfaction to increase employees' intention to stay. These findings hold for all three countries, for a variety of health occupations.
When following a policy of wage increases, attention to the issues of working time-including overtime hours, working part-time, and commuting time-and wage satisfaction are suitable strategies in managing health workforce retention.
卫生人力的流动令人担忧，因为它成本高昂，且对组织绩效和护理质量有害。大多数研究都集中在个人和组织因素对员工离职意愿的影响上。基于提供护理是基于实践、任务和流程的持续时间（时间问题）而非交换价值（工资）这一观察结果，本文关注工作时间特征和工资对员工留任意愿的影响。
利用来自工资指标网络调查的数据（N = 5323），使用三个逻辑回归模型来估计比利时、德国和荷兰医疗保健员工的留任意愿。第一个模型包括控制一系列社会人口统计学变量、工作类别、晋升和组织相关特征的工作时间特征。第二个模型测试与工资相关特征的影响。第三个模型包括与工作时间和工资相关的方面。
模型1显示，与工作时间相关的因素在所有国家都显著影响留任意愿。特别是，兼职工作、加班和通勤时间长会降低留在同一雇主处的意愿。分析还表明，工作不满意是离职意愿的一个强有力预测因素，此外还有女性、中等或受过良好教育以及在当前组织中获得晋升等因素。在模型2中，与工资相关的特征表明，低工资或低工资满意度的员工表达留任意愿的可能性较小。工资满意度的影响并不令人惊讶；它证实了除高工资外，工资满意度也至关重要。在考虑模型3中的所有因素时，所有影响仍然显著，这表明关注工作和通勤时间可以补充对工资和工资满意度的关注，以提高员工的留任意愿。这些发现适用于所有三个国家的各种卫生职业。
在实施工资增长政策时，关注工作时间问题——包括加班时间、兼职工作和通勤时间——以及工资满意度是管理卫生人力留存的合适策略。
