Cash Rebecca E, Crowe Remle P, Agarwal Riddhima, Rodriguez Severo A, Panchal Ashish R
Prehosp Emerg Care. 2018 Jan-Feb;22(1):28-33. doi: 10.1080/10903127.2017.1339749. Epub 2017 Jun 28.
Inadequate staffing of agencies, increasing attrition rates, and frequent turnover of personnel make employee retention an ongoing concern for Emergency Medical Services (EMS). Faced with increasing demand for EMS, understanding the causes underlying turnover is critical. The objectives of this study were to describe the proportion of individuals that left EMS, likelihood of returning to the profession, and key factors contributing to the decision to leave EMS.
This was a cross-sectional study of nationally-certified EMS professionals who left EMS. Respondents to a census survey who reported not practicing EMS were directed to a subsection of items regarding their choice to leave EMS. Demographic and employment characteristics, likelihood of returning to EMS, and factors influencing the decision to leave EMS were assessed. Descriptive and comparative statistics (Chi-square and nonparametric test of trend [p-trend]) and univariable odds ratios were calculated.
The overall response rate for the full survey was 10% (n = 32,114). A total of 1247 (4%) respondents reported leaving the profession and completed the exit survey. The majority (72%) reported that they will likely return to EMS. A stepwise decrease in the reported likelihood of returning was seen with increasing years of EMS experience (e.g., 2 or less years of experience: 83%; 16 or more years: 52%; p-trend < 0.001) and months away from EMS (e.g., 0-2 months: 89%; more than 12 months: 57%; p-trend < 0.001). The most common factors reported to influence the decision to leave EMS included desire for better pay/benefits (65%), decision to pursue further education (60%), dissatisfaction with organization's management (54.7%), and desire for career change (54.1%).
This cross-sectional study found an attrition rate of approximately 4% among nationally certified EMS professionals; however, the majority reported that they intended to return to the EMS profession. Intention to return to EMS decreased as years of experience and months away from the profession increased. Important factors in the decision to leave EMS included a desire for better pay and benefits and the decision to pursue further education. Targeting the factors identified as important in this study should be a priority for key stakeholders in improving recruitment and retention of EMS professionals.
机构人员配备不足、人员流失率上升以及人员频繁更替使得员工留用成为紧急医疗服务（EMS）持续关注的问题。面对EMS需求的不断增加，了解人员更替背后的原因至关重要。本研究的目的是描述离开EMS的人员比例、重返该行业的可能性以及导致离开EMS这一决定的关键因素。
这是一项针对离开EMS的全国认证EMS专业人员的横断面研究。对人口普查调查中报告不再从事EMS工作的受访者，引导他们回答有关其离开EMS选择的一组特定问题。评估人口统计学和就业特征、重返EMS的可能性以及影响离开EMS决定的因素。计算描述性和比较性统计数据（卡方检验和趋势非参数检验[p趋势]）以及单变量比值比。
完整调查的总体回复率为10%（n = 32114）。共有1247名（4%）受访者报告已离开该行业并完成了离职调查。大多数（72%）报告称他们可能会重返EMS。随着EMS工作年限的增加（例如，工作经验2年或以下：83%；16年或以上：52%；p趋势<0.001）以及离开EMS的月数增加（例如，0 - 2个月：89%；超过12个月：57%；p趋势<0.001），报告的重返可能性呈逐步下降趋势。报告的影响离开EMS决定的最常见因素包括希望获得更好的薪酬/福利（65%）、决定继续深造（60%）、对组织管理的不满（54.7%）以及希望改变职业（54.1%）。
这项横断面研究发现，在全国认证的EMS专业人员中，人员流失率约为4%；然而，大多数人报告称他们打算重返EMS行业。随着工作年限和离开该行业月数的增加，重返EMS的意愿降低。离开EMS决定中的重要因素包括希望获得更好的薪酬和福利以及决定继续深造。针对本研究中确定为重要的因素采取措施，应成为关键利益相关者在改善EMS专业人员招聘和留用方面的优先事项。
