A critical review of rural medical workforce retention in Australia

Humphreys, John Stirling; Jones, Judith A.; Jones, Miriam; Hugo, Graeme; Bamford, E.; Taylor, Danielle

doi:10.1071/ah010091a

Cited by 71 publications

(102 citation statements)

References 30 publications

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“…While access to other services such as shopping, employment, cultural and other recreational opportunities was not directly measured, it is known that these services are all strongly related to population size 51 . Additionally, while poorer access to schools was not significant within the Australian models, this measure is strongly correlated with population size and shown to be a major reason for dissatisfaction of doctors living in smaller rural areas or not taking up rural practice in the first instance 6,9,26 .…”

mentioning

confidence: 99%

“…Although much research has identified key professional factors relating to recruitment and retention of rural primary care doctors (such as expected or experienced longer work hours, professional isolation, locum relief difficulties and afterhours workload) [9][10][11][12] , less attention has been given to the role of community and place factors on supply 13 . Doctors' location decisions likely relate to both meeting their professional needs and interests, as well as non-professional satisfaction through, amongst other aspects, various place-related attributes.…”

Section: Introductionmentioning

confidence: 99%

“…Being located near to both a hospital and larger metropolitan areas are important to doctors 9 . Similarly, good access to schools and water-based recreation are desirable 6,11 Second, the economic and sociodemographic profile of a community influences its attractiveness to providers.…”

mentioning

confidence: 99%

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Measuring the attractiveness of rural communities in accounting for differences of rural primary care workforce supply

McGrail¹,

Wingrove

Petterson³

et al. 2017

Rural Remote Health

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mentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Measuring the attractiveness of rural communities in accounting for differences of rural primary care workforce supply

McGrail¹,

Wingrove

Petterson³

et al. 2017

Rural Remote Health

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“…[1][2][3][4][5] Rotem et al reviewed the education and training of the public health workforce in Australia. 6,7 As part of this exercise, the authors faced the challenge of delineating the boundaries of the public health workforce.…”

mentioning

confidence: 99%

Public health job vacancies — who wants what, where?

Rotem¹,

Dewdney²,

Mallock³

et al. 2005

Aust. Health Review

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This paper presents a snapshot of job vacancies in the public health workforce labour market. The analysis is based on 404 advertised public health jobs appearing in the press, and on-line job alerts over a 2-month period in mid 2003. The analysis reveals who was seeking employees, what formal qualifications and competencies were required, what salary and other conditions of employment were offered and where the vacant jobs were located. The study demonstrates the heterogeneity of the public health workforce, which limits definition of clear practice boundaries and complicates workforce planning. The findings further demonstrate the benefit of reviewing both the demand and the supply side of the labour market, and point to the value of repeated surveys of advertised jobs as part of an ongoing public health workforce monitoring and planning process.

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“…C'est d'ailleurs cette catégorie de facteurs qui a davantage retenu l'attention des chercheurs s'intéressant à la rétention des médecins (Humphreys et al, 2001;Kamien,1998 Toutefois, lorsque les conditions de travail sont détériorées par une pénurie chronique de médecins, elles deviennent un facteur déterminant de départ des régions en raison de la surcharge de travail, de la lourdeur des responsabilités et de la dégradation consécutive de la qualité de vie globale des médecins, dans ses aspects autant professionnels que personnels, familiaux, socioculturels et communautaires. Car, une pénurie persistante entraîne à long terme des effets pervers : en plus de générer un épuisement réel au sein de l'équipe locale de médecins, elle devient un frein au recrutement d'une relève médicale qui évitera de s'engager dans un milieu aux prises avec des besoins criants de personnel.…”

Section: Facteurs Professionnels Et Financiersunclassified

Quand la famille pèse dans la balance…lors de la décision d’aller vivre en milieu rural ou de le quitter

Simard

2012

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Le vieillissement et la faible croissance démographique dans plusieurs territoires québécois, notamment ruraux, posent un défi de taille à l’État, aux municipalités et aux divers acteurs locaux. Comment attirer et retenir de nouvelles populations, notamment des familles, dans ces milieux moins densément peuplés que les villes et moins pourvus en services? À partir d’une synthèse de mes recherches portant sur le processus d’insertion de diverses populations dans l’espace rural québécois (agriculteurs immigrants, travailleurs agricoles saisonniers, jeunes régionaux d’origine immigrée, médecins omnipraticiens, néo-ruraux), cet article mettra en évidence l’interaction de plusieurs facteurs susceptibles d’influencer la décision d’aller vivre dans ce type de milieu ou de le quitter. Alors que la littérature insiste plus volontiers sur les facteurs professionnels, financiers ou personnels, je m’attarderai sur les facteurs moins visibles, à savoir les facteurs familiaux liés aux conjoint(e)s et aux enfants ainsi que les facteurs sociocommunautaires et culturels et ceux concernant l’environnement naturel. Pour terminer, quelques pistes de réflexions et d’actions pouvant encourager l’attraction et la rétention de familles dans les territoires ruraux seront proposées.Aging together with low demographic growth in many parts of Quebec, more especially in rural areas, is creating a major challenge for the State, for municipalities and for a range of local stakeholders. How is one to attract and conserve new populations in localities that are less populated than cities and that can offer fewer services? Based on a synthesis of my research into the process of insertion of a range of populations into Quebec rural areas (immigrant farmers, seasonal agricultural workers, regionally-based young immigrants, general practitioners, new countryfolk) the present article will highlight the interaction of a number of factors that may contribute to one's decision to live in a rural environment or to move away from it. Whereas writings on the subject do in general place more emphasis on the professional, financial or personal factors, I will look more into the less obvious factors, such as the family factors that relate to the spouse and children, and the socio-community based and cultural factors, along with those linked to the natural environment. I will conclude by proposing some avenues for discussion and behaviours that could increase the attraction of the countryside and the desire to remain there.

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A critical review of rural medical workforce retention in Australia

Abstract: Abstract

Cited by 71 publications

References 30 publications

Measuring the attractiveness of rural communities in accounting for differences of rural primary care workforce supply

Measuring the attractiveness of rural communities in accounting for differences of rural primary care workforce supply

Public health job vacancies — who wants what, where?

Quand la famille pèse dans la balance…lors de la décision d’aller vivre en milieu rural ou de le quitter

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A critical review of rural medical workforce retention in Australia

Abstract: Abstract

Cited by 71 publications

References 30 publications

Measuring the attractiveness of rural communities in accounting for differences of rural primary care workforce supply

Measuring the attractiveness of rural communities in accounting for differences of rural primary care workforce supply

Public health job vacancies &mdash; who wants what, where?

Quand la famille pèse dans la balance…lors de la décision d’aller vivre en milieu rural ou de le quitter

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Public health job vacancies — who wants what, where?