Department of Epidemiology & Biostatistics, School of Health, Mashhad University of Medical Sciences, Mashhad, Iran.
Social Determinants of Health Research Center, Mashhad University of Medical Sciences, Mashhad, Iran.
BMC Health Serv Res. 2023 Mar 16;23(1):265. doi: 10.1186/s12913-023-09262-5.
One of the main tasks of the healthcare human resource management is to maintain and retain professional staff. The high level turnover of professional staff may reduce the quality of healthcare service delivery. Therefore, this study investigated the factors associated with the turnover of the newly recruited healthcare professionals using survival analysis method in Iran.
This historical cohort analysis comprised 6811 employees who began working at Mashhad University of Medical Sciences between 2005 and 2020. Employees recruited at any of the university's units between the years 2005 to 2019 were included. We used appropriate descriptive indices and Log-rank test and the Cox proportional-hazards model to assess the staff turnover. A significance level of 0.05 was used for all tests.
The findings of the survival analysis showed that the probability of turnover in one year, two years, and five years of employment were 0.12, 0.16, and 0.27. Based on the findings of the Log-rank test, the probability of turnover in entire of the study period was not statistically different between male and female (p = 0.573), and likewise between employees with healthcare occupations and non-healthcare occupations (p = 0.351). Employees whose current workplace and birthplace were not similar had a significantly higher probability of turnover (p < 0.001). Accordingly, the Cox regression result showed, the risk of turnover for the singles was 1.22 times higher than the married. For the Ph.D degree was 3.23 times higher compared to those with a diploma or an associate degree, and for a bachelor's or master's degree was 2.06 times more likely to change their workplace than those with a diploma or an associate degree.
Policies promoting the recruitment of native-born professionals, given priority to the married candidates than single ones, and/or recurring candidates to pledge to stay in the locality of recruitment site can increase the staff retention and reduce the costs of staff turnover including re-hiring, initial and on-the-job training, accommodation, and other extra living consumptions away from home and family.
医疗人力资源管理的主要任务之一是维持和留住专业人员。专业人员的高离职率可能会降低医疗服务的质量。因此，本研究采用生存分析方法调查了伊朗新招聘医疗专业人员离职的相关因素。
这是一项历史队列分析，纳入了 2005 年至 2020 年期间在马什哈德医科大学工作的 6811 名员工。研究对象为 2005 年至 2019 年期间在该大学任何单位招聘的员工。我们使用适当的描述性指标和对数秩检验以及 Cox 比例风险模型来评估员工离职率。所有检验均设显著性水平为 0.05。
生存分析结果显示，入职一年、两年和五年的员工离职概率分别为 0.12、0.16 和 0.27。基于对数秩检验的结果，在整个研究期间，男性和女性之间的离职概率没有统计学差异（p=0.573），医疗职业和非医疗职业之间的离职概率也没有统计学差异（p=0.351）。目前工作地和出生地不相似的员工离职的可能性显著更高（p<0.001）。相应地，Cox 回归结果显示，单身员工的离职风险是已婚员工的 1.22 倍。与具有文凭或副学士学位的员工相比，拥有博士学位的员工离职风险高 3.23 倍，而拥有学士学位或硕士学位的员工离职风险比具有文凭或副学士学位的员工高 2.06 倍。
制定政策优先招聘本地产专业人员，优先考虑已婚候选人而非单身候选人，以及/或让经常应聘的候选人承诺留在招聘地，可以提高员工留任率，降低员工离职成本，包括重新招聘、入职和在职培训、住宿以及其他因离家和家人而产生的额外生活消费。
