Dept of Allied Health Professions, Sheffield Hallam University, UK.
Dept of Allied Health Professions, Sheffield Hallam University, UK.
Radiography (Lond). 2021 Aug;27(3):795-802. doi: 10.1016/j.radi.2020.12.008. Epub 2021 Jan 8.
In many countries a widening imbalance exists between radiographer workforce supply and demand. Improving retention is a rapid method of workforce expansion which is gaining importance with policy makers and providers. To better understand the current leaver profile, this study aimed to identify why radiographers leave the NHS early, and what incentives are important in their decision to stay.
A qualitative framework methodology used semi-structured telephone interviews to explore the perspectives of radiography managers, radiographers who have left the NHS, and those considering leaving. Purposive sampling ensured representation across radiography professional groups, geographical and organisational diversity, and stages of career.
Three over-arching themes were identified across all radiographer professional groups (n = 44): 1) Challenging working patterns and the impact on employee health and wellbeing; 2) Lack of flexibility in working terms and conditions; 3) Lack of timely career progression and access to CPD, and the need to feel valued. Radiographers were keen to express how they 'loved being a radiographer'; small concessions and changes to workplace culture might be the incentive to remain in radiography that some were clearly searching for. Manager participants recognised the need to offer greater flexibility in working patterns but this was challenging within financial and service delivery constraints.
While some influencing factors varied between radiographer professional groups, the three themes were consistent across participants. Failure to address these concerns will exacerbate the loss of experienced and highly trained staff from the NHS at a time when demand for services continues to rise.
Recommendations are presented related to three primary themes which will be a catalyst for sharing of best practice between radiology and radiotherapy centres.
在许多国家，放射技师劳动力的供需之间存在着日益扩大的不平衡。提高留用率是一种快速扩大劳动力的方法，这一方法正在引起政策制定者和提供者的重视。为了更好地了解当前离职者的情况，本研究旨在确定放射技师为何提前离开国民保健服务体系（NHS），以及他们决定留任的重要激励因素。
采用定性框架方法，使用半结构化电话访谈来探讨放射技师管理人员、已离开 NHS 的放射技师以及考虑离开 NHS 的放射技师的观点。有针对性的抽样确保了在放射技师专业群体、地理和组织多样性以及职业阶段方面的代表性。
在所有放射技师专业群体（n=44）中确定了三个总体主题：1）具有挑战性的工作模式及其对员工健康和福利的影响；2）工作条件和条款缺乏灵活性；3）缺乏及时的职业发展和继续教育机会，以及需要感到被重视。放射技师们渴望表达他们“热爱成为放射技师”；一些人显然在寻找一些小的让步和改变工作文化，这些可能是他们留在放射科的激励因素。管理人员认识到需要在工作模式上提供更大的灵活性，但这在财务和服务交付的限制下具有挑战性。
虽然一些影响因素在放射技师专业群体之间有所不同，但三个主题在参与者中是一致的。如果不解决这些问题，将加剧经验丰富和高技能的员工从 NHS 流失的问题，而此时服务需求仍在继续上升。
提出了与三个主要主题相关的建议，这将成为放射科和放疗中心之间分享最佳实践的催化剂。
