Medical Science School, Islamic Azad University of Tonkabon Branc, Tonekabon, Iran.
Department of Internal Medicine, Fasa University of Medical Sciences, Fasa, Iran.
BMC Med Educ. 2021 Jan 6;21(1):24. doi: 10.1186/s12909-020-02473-y.
Recruitment and retention of competent faculty members are important in maintaining and improving the quality of education and research performance of universities. The aim of the present study was to find out the faculty members' views, experiences, and attitudes to identify the reasons for faculty attrition and retention in regional medical schools in Iran.
In this qualitative study, we used a content analysis method. The participants included 12 faculty members who had been transferred to type I universities, four faculty members who had applied for transfer, four with more than 10 years of experience and working in the type 3 universities with no intention to be transferred. Data were collected using semi-structured interviews, which were conducted either face-to-face or via phone calls. The interview was developed for this study (Supplementary file). To measure the trustworthiness of the data, we evaluated four components of credibility, transferability, dependability, and conformability, as proposed by Lincoln and Guba.
The findings were classified into three categories and 14 subcategories. The first category was "retention facilitators" including four subcategories of facilitated communication, proximity to major universities, gaining experience, and support by authorities. The second category was "retention threats" including six subcategories of social infrastructure, individual dimension, occupation dimension, economic dimension, sense of respect, and executive management. The third category was "retention strategies" which included four subcategories of recruitment and promotion processes, inter-university collaboration with type I universities, facilitation of the scientific growth, and fulfilment of the safety needs.
Several factors play a role in the faculty members' retention in regional medical schools in Iran. Authorities can create a more positive environment by devising a suitable reward system, supporting academic activities, and increasing the level of faculty autonomy practically to develop a sense of belonging among them and reduce the intention to be transferred among their human resources.
招聘和留住有能力的教职员工对于维护和提高大学的教育质量和研究绩效至关重要。本研究的目的是了解教职员工对人员流失和保留的看法、经验和态度，以确定伊朗地区医学院的教职员工流失和保留的原因。
在这项定性研究中，我们使用了内容分析法。参与者包括 12 名已调往一类大学的教职员工、4 名申请调动的教职员工、4 名在三类大学工作且工作 10 年以上并无调动意向的教职员工。使用半结构式访谈收集数据，访谈是为这项研究而开发的（补充文件）。为了衡量数据的可信度，我们评估了林肯和古巴提出的四个可信度、可转移性、可靠性和一致性组成部分。
研究结果分为三个类别和 14 个子类。第一个类别是“保留促进因素”，包括四个子类：促进沟通、接近主要大学、获得经验和当局支持。第二个类别是“保留威胁”，包括六个子类：社会基础设施、个人维度、职业维度、经济维度、尊重感和行政管理层。第三个类别是“保留策略”，包括四个子类：招聘和晋升流程、与一类大学的校际合作、促进科学成长和满足安全需求。
在伊朗的地区医学院，有几个因素影响教职员工的保留。当局可以通过制定适当的奖励制度、支持学术活动和提高教职员工的自主权水平来创造一个更积极的环境，从而在他们中间培养归属感，并减少其人力资源的调动意向。
