Exploration of the factors that influence new Australian dental graduates to work rurally and their perspectives of rural versus metropolitan employment

Abstract

Introduction The challenges in the recruitment and retention of dentists in rural Australia have contributed to a lack of dental service provision to rural communities. This paper explores the workforce factors involved in the employment location decisions of dentists' post‐graduation. Materials and methods Graduates between 2009 and 2013 from the University of Sydney, Dental School, were asked to complete a telephone interview related to their employment history. A total of 135 interviews were conducted, with 63% (135/214) of contactable graduates, or 33.4% (135/404) of all the graduates (2009‐2013). Interviews followed a semi‐structured script. Results Key factors which positively impacted on rural employment included the following: job competition in metropolitan areas, good rural salaries, financial incentives, clinical experience, rural lifestyle and professional mentorship. Barriers were as follows: proximity to friends and family, building a social and professional network, isolation, less professional support and reduced access to education. Conclusion Recommendations to increase rural employment include: competitive rural salaries, financial incentives and formal mentorship during both recruitment and integration into a rural community. Dental schools should consider advertising identified drivers of rural employment, namely good salaries, full‐time employment, clinical experience and rural lifestyle. This study provides important information related to rural employment and rural retention.

Importance of attachment to place in growing a sustainable Australian Rural Health Workforce: A rapid review

“…Studies that addressed this aspect of integration included establishing a professional network with ongoing mentorship, 37,38 having positive working relationships with others, 22 being satisfied with the work, feeling like you are making a difference and feeling respected by the local community, 32,38 feeling a sense of responsibility and establishing a sense of loyalty and affinity with the community 39 . For those with family commitments, the dependence on place relies on factors such as a spousal employment and dependent children's access to quality education 25,28,34,40‐42 …”

“…There were studies that reported results for associations between indirect factors that contributed to the experience of the rural lifestyle and decisions to enter or remain in rural employment. For example, a strong potential for enhanced work‐life balance was an important factor related to the intent to enter or remain in practice in a rural area 42,44 …”

“…39 For those with family commitments, the dependence on place relies on factors such as a spousal employment and dependent children's access to quality education. 25,28,34,[40][41][42] Not surprisingly, negative relational factors within the work environment were also identified as influencing the decision to consider working. A lack of management support, poor leadership skills of supervisors, lack of mentoring opportunities, problematic human resource approaches, and a perceived problematic workplace culture were identified as aspects that were a deterrent continuing to work in a rural area.…”

“…For example, a strong potential for enhanced work-life balance was an important factor related to the intent to enter or remain in practice in a rural area. 42,44 Aspects such as connections to green spaces, opportunities to engage in a wide variety of leisure and adventure activities, having less traffic and congestion, and having a low perceived cost of living were all cited as common factors that attract people to rural areas. 37,[45][46][47] Perceiving the community as welcoming was also noted in several studies, indicating that initial positive interactions with community members that were inclusive and made the health professional feel valued and welcomed were important attractions to the community.…”

Recruitment and Retention of the Rural Podiatry Workforce in Aotearoa New Zealand: A Qualitative Descriptive Study of Podiatrist Perceptions

“…Conversely, poor matching of people to positions, excessive travel, issues with leave and locum access, professional isolation, increased workload, limited access to continuing professional development, limited job opportunities for partners, difficulties in building a social and professional network, and insufficient supervision are factors linked to poor retention within rural health workforces (13)(14)(15)(16)(17).…”