London South Bank University, London, UK.
The Queen's Nursing Institute, London, UK.
Hum Resour Health. 2024 Sep 20;22(1):65. doi: 10.1186/s12960-024-00951-8.
Much policy attention focuses on increasing the supply of workers in the English NHS but there has been less attention paid to the rise in leavers. This paper seeks to explore how existing data sets can illuminate the decision-making of leavers and inform actions that could mitigate this.
Secondary analysis of routinely collected data from 79 workforce projects in the UK (n = 46 339 participants) over a 4-year (2019-2023) period was undertaken. Free text data we extracted and analysed using content analysis, sentiment analysis and text mining. Inclusion criteria were those who stated they had resigned, had confirmed retirement date, and had secured employment elsewhere either within or without the sector but had not yet resigned. Exclusion criteria were those who had not indicated they were leaving or indicated intention to leave. These findings were then compared with themes from Herzberg's work hygiene theory and Hoffat and Woods's professional practice environment theory.
Multiple reasons were given for leaving. Findings were congruent with Herzberg's two factor work hygiene theory and demonstrate that leavers are driven by the inability to meet their intrinsic motivation to practice according to their professional standards as much as by terms and conditions. Leavers describe suboptimal professional practice environments which produce obstacles to achieving their work objectives and leaving their intrinsic motivation frustrated.
Whilst reasons for leaving differ between people, there is a relationship between intrinsic motivation (why they want to do the job) and the conditions in which they try to do the job. This study suggests that looking beyond the primary reason for leaving given in the national dataset could identify how the practice environment influences the decision.
政策制定者高度关注提高英国国民保健服务体系（NHS）中英语使用者的劳动力供应，但对离职人员的增加关注较少。本文旨在探讨现有数据集如何洞察离职人员的决策，并为减轻这一问题提供信息。
对英国 79 个人力资源项目（n=46339 名参与者）在 4 年（2019-2023 年）期间收集的常规数据进行二次分析。我们从这些数据中提取了自由文本数据，并使用内容分析、情感分析和文本挖掘对其进行分析。纳入标准为那些表明已经辞职、已确认退休日期并已在部门内外获得其他就业机会但尚未辞职的人员。排除标准为那些没有表示要离职或表示有离职意向的人员。然后，将这些发现与赫兹伯格的工作卫生理论和霍法特和伍兹的专业实践环境理论的主题进行了比较。
离职的原因有很多。这些发现与赫兹伯格的双因素工作卫生理论一致，表明离职者受到无法满足根据其专业标准实践的内在动机的驱动，而不仅仅是受条款和条件的驱动。离职者描述了不理想的专业实践环境，这些环境会对实现工作目标产生障碍，使其内在动机受挫。
虽然人们离职的原因各不相同，但内在动机（他们想做这份工作的原因）和他们试图做这份工作的条件之间存在关系。这项研究表明，在国家数据集之外寻找离职的主要原因，可以确定实践环境如何影响决策。
