Scott Lauren J, Lamb Danielle, Penfold Chris, Redaniel Maria Theresa, Trompeter Nora, Moran Paul, Bhundia Rupa, Greenberg Neil, Raine Rosalind, Wessely Simon, Madan Ira, Aitken Peter, Rafferty Anne Marie, Dorrington Sarah, Morriss Richard, Murphy Dominic, Stevelink Sharon A M
National Institute for Health Research Applied Research Collaboration West (NIHR ARC West), University Hospitals Bristol and Weston NHS Foundation Trust, Bristol, UK
Population Health Sciences, University of Bristol Medical School, Bristol, UK.
BMJ Open. 2025 Jun 4;15(6):e097483. doi: 10.1136/bmjopen-2024-097483.
This study aims to determine key workforce variables (demographic, health and occupational) that predicted National Health Service (NHS) staff's absence due to illness and expressed intention to leave their current profession.
DESIGN, SETTING AND PARTICIPANTS: Staff from 18 NHS Trusts were surveyed between April 2020 and January 2021, and again approximately 12 months later.
Logistic and linear regression were used to explore relationships between baseline exposures and four 12-month outcomes: absence due to COVID-19, absence due to non-COVID-19 illness, actively seeking employment outside current profession and regularly thinking about leaving current profession.
22 555 participants (out of a possible 152 286 employees; 15%) completed the baseline questionnaire. 10 831 participants completed the short follow-up questionnaire at 12 months and 5868 also completed the long questionnaire; these participants were included in the analyses of sickness absence and intention to leave, respectively. 20% of participants took 5+ days of work absence for non-COVID-19 sickness in the 12 months between baseline and 12-month questionnaire; 14% took 5+ days of COVID-19-related sickness absence. At 12 months, 20% agreed or strongly agreed they were actively seeking employment outside their current profession; 24% thought about leaving their profession at least several times per week. Sickness absence (COVID-19 and non-COVID-19 related) and intention to leave the profession (actively seeking another role and thinking about leaving) were all more common among NHS staff who were younger, in a COVID-19 risk group, had a probable mental health disorder, and who did not feel supported by colleagues and managers.
Several factors affected both workforce retention and sickness absence. Of particular interest are the impact of colleague and manager support because they are modifiable. The NHS workforce is likely to benefit from training managers to speak with and support staff, especially those experiencing mental health difficulties. Further, staff should be given sufficient opportunities to form and foster social connections. Selection bias may have affected the presented results.
本研究旨在确定预测国民保健服务体系（NHS）工作人员因病缺勤以及表示打算离开当前职业的关键劳动力变量（人口统计学、健康和职业方面）。
设计、背景与参与者：在2020年4月至2021年1月期间对18个NHS信托机构的工作人员进行了调查，并在大约12个月后再次进行调查。
采用逻辑回归和线性回归来探讨基线暴露因素与四个12个月结局之间的关系：因新冠病毒病缺勤、因非新冠病毒病疾病缺勤、积极寻求当前职业以外的工作以及经常考虑离开当前职业。
22555名参与者（在可能的152286名员工中占15%）完成了基线调查问卷。10831名参与者在12个月时完成了简短的随访调查问卷，5868名参与者还完成了较长的问卷；这些参与者分别被纳入病假缺勤和离职意向的分析。在基线调查和12个月调查问卷之间的12个月里，20%的参与者因非新冠病毒病疾病缺勤5天及以上；14%的参与者因新冠病毒病相关疾病缺勤5天及以上。在12个月时，20%的参与者同意或强烈同意他们正在积极寻求当前职业以外的工作；24%的参与者每周至少几次考虑离开他们的职业。在年龄较小、属于新冠病毒病风险组、可能患有精神健康障碍以及感觉没有得到同事和管理人员支持的NHS工作人员中，病假缺勤（与新冠病毒病和非新冠病毒病相关）和离职意向（积极寻求其他工作和考虑离职）更为常见。
几个因素影响了劳动力留存率和病假缺勤率。同事和管理人员支持的影响尤其值得关注，因为它们是可以改变的。NHS劳动力可能会从培训管理人员与员工沟通并提供支持中受益，尤其是那些有心理健康困难的员工。此外，应该给予员工足够的机会来建立和培养社会联系。选择偏倚可能影响了所呈现结果。
