Factors affecting the recruitment and retention of pharmacists to practice sites in rural and remote areas of New South Wales: A qualitative study

Abstract

This study identified factors believed to affect recruitment and retention of pharmacists in rural/remote areas. There appears to be considerable overlap between the factors, with different weightings of importance for different individuals. The lack of consensus for a proposed method of resolving this problem highlights its complexity and the need for further studies in this area.

Job Location Decisions of Pharmacy Graduates in British Columbia

“…[1][2][3] Previous residence in a rural area was also the primary factor associated with rural pharmacy practice in Australia. 4 Conflicting reports exist on the influence of rural educational experiences on rural career choice. Some studies have found a correlation between exposure to rural practice during medical training and rural career, while others have shown either no association between experiential education in rural areas during training and subsequent rural practice, or an association between experiential education in rural areas and willingness to take temporary but not permanent positions in rural areas.…”

“…12 Conversely, business opportunities may attract pharmacists to rural areas, provided there is an adequate supply of physicians. 4 Pharmacists working in rural communities do report satisfaction with the varied nature of their work, their relationships with local physicians and other colleagues, and their relationships with their patients. 4 However, little research has been reported on rural career choice by pharmacists.…”

“…4 Pharmacists working in rural communities do report satisfaction with the varied nature of their work, their relationships with local physicians and other colleagues, and their relationships with their patients. 4 However, little research has been reported on rural career choice by pharmacists. The few studies existing on pharmacists' career preferences focused on the type of practice (eg, community vs. institutional practice) rather than the type of location.…”

Current status of human resources and training in hospital pharmacy

“…The negative perception of rural pharmacy practice and rural lifestyle are barriers to recruitment, and further opportunities for exposure to rural practice is recommended. 28 Flexible working arrangements, such as parttime contracts and shared-staffing between hospitals, may be pragmatic solutions against a background of work-force shortages and resource constraints in employing pharmacists and pharmacy technicians in rural hospitals. 24,29 Automation has been proposed as a mechanism for reducing workload and improving efficiency of services.…”

Investigating the motivation and personal traits of allied health professionals working in remote and rural Australia: the Remote and Rural Allied Health Motivation and Personality (RRAHMP) study

“…Unique environmental, professional and personal factors interact with motivation to impact job satisfaction, and recruitment and retention outcomes (Bandura, 1977;Funder, 2006;Harding, Whitehead, Aslani, & Chen, 2006;Humphreys, Wakerman, Pashen, et al, 2009;Manahan, Hardy, & MacLeod, 2009;McLaughlin et al, 2008;Solomon, Salvatori, & Berry, 2001). Age and experience interplay with background and overall goals.…”