Sriharan Abi, Sekercioglu Nigar, Berta Whitney, Boet Sylvain, Laporte Audrey, Strudwick Gillian, Senkaiahliyan Senthujan, Ratnapalan Savithiri
Krembil Centre for Health Management and Leadership, Schulich School of Business, York University, Toronto, Canada.
Institute of Health Policy, Management and Evaluation, Dalla Lana School of Public Health, University of Toronto, Toronto, Canada.
PLoS One. 2024 Jun 13;19(6):e0293107. doi: 10.1371/journal.pone.0293107. eCollection 2024.
Globally, healthcare systems are contending with a pronounced health human resource crisis marked by elevated rates of burnout, heightened job transitions, and an escalating demand for the limited supply of the existing health workforce. This crisis detrimentally affects the quality of patient care, contributing to long wait times, decreased patient satisfaction, and a heightened frequency of patient safety incidents and medical errors. In response to the heightened demand, healthcare organizations are proactively exploring solutions to retain their workforce. With women comprising over 70% of health human resources, this study seeks to gain insight into the unique experiences of women health professionals on the frontlines of healthcare and develop a conceptual framework aimed at facilitating organizations in effectively supporting the retention and advancement of women in healthcare frontline roles. We used grounded theory in this qualitative study. From January 2023 to May 2023, we conducted individual semi-structured interviews with 27 frontline HCWs working in Canada and representing diverse backgrounds. The data underwent thematic analysis, which involved identifying and comprehending recurring patterns across the information to elucidate emerging themes. Our analysis found that organizational, professional, and personal factors shape women's intentions to leave the frontline workforce. Reevaluating organizational strategies related to workforce, fostering a positive work culture, and building the capacity of management to create supportive work environment can collectively transform the work environment. By creating conditions that enable women to perform effectively and find satisfaction in their professional roles, organizations can enhance their ability to retain valuable talent.
在全球范围内，医疗保健系统正面临着一场严重的卫生人力资源危机，其特征是职业倦怠率上升、工作转换频繁，以及对现有卫生人力有限供应的需求不断增加。这场危机对患者护理质量产生了不利影响，导致候诊时间延长、患者满意度下降，以及患者安全事件和医疗差错的发生频率增加。为应对不断增加的需求，医疗保健组织正在积极探索留住员工的解决方案。由于女性占卫生人力资源的70%以上，本研究旨在深入了解女性卫生专业人员在医疗保健一线的独特经历，并制定一个概念框架，以帮助组织有效地支持女性在医疗保健一线岗位上的留用和职业发展。在这项定性研究中，我们采用了扎根理论。从2023年1月到2023年5月，我们对27名在加拿大工作、代表不同背景的一线医护人员进行了个人半结构化访谈。对数据进行了主题分析，包括识别和理解信息中反复出现的模式，以阐明新出现的主题。我们的分析发现，组织、职业和个人因素影响着女性离开一线工作岗位的意愿。重新评估与劳动力相关的组织战略、营造积极的工作文化，以及培养管理层创造支持性工作环境的能力，能够共同改变工作环境。通过创造条件使女性能够有效地履行职责并在职业角色中找到满足感，组织可以提高留住宝贵人才的能力。
