Factors contributing to the recruitment and retention of rural pharmacist workforce: a systematic review

Abstract

Background Recruiting and retaining medical, nursing, and allied health professionals in rural and remote areas is a worldwide challenge, compromising continuity of care and population health outcomes in these locations. Specifically, pharmacists play an essential and accessible frontline healthcare role, and are often the first point of contact for health concerns. Despite several incentives, there remains a maldistribution and undersupply of pharmacists in rural and remote areas across many parts of the world. Although current systematic reviews have focussed on factors affecting pharmacists’ retention generally, literature specifically focused on rural pharmacist workforce in a global context remains limited. The aim of this systematic review is to identify factors associated with recruitment and retention of the pharmacist workforce in rural and remote settings. Better understanding of these contributors will inform more effective interventional strategies to resolve pharmacist workforce shortages. Methods A systematic search of primary studies was conducted in online databases, including Medline, Embase, CINAHL, Scopus, Web of Science and PsycINFO, and by hand-searching of reference lists. Eligible studies were identified based on predefined inclusion/exclusion criteria and methodological quality criteria, utilising the Critical Appraisal Skills Programme (CASP) and Good Reporting of A Mixed Methods Study (GRAMMS) checklists. Results The final review included 13 studies, with quantitative, qualitative, or mixed methods research design. Study-specific factors associated with recruitment and retention of pharmacists in rural practice were identified and grouped into five main themes: geographic and family-related, economic and resources, scope of practice or skills development, the practice environment, and community and practice support factors. Conclusions The results provide critical insights into the complexities of rural recruitment and retention of pharmacists and confirms the need for flexible yet multifaceted responses to overcoming rural pharmacist workforce challenges. Overall, the results provide an opportunity for rural communities and health services to better identify key strengths and challenges unique to the rural and remote pharmacist workforce that may be augmented to guide more focussed recruitment and retention endeavours.

Possible relationship between rural surgical rotations during a residency period and an increased number of general surgeons in rural areas: a systematic review

“…Previous systematic reviews on recruitment and retention of professionals, such as general practitioners working in rural areas 49 , 50 , 51 , 52 , 53 , 54 ) , have indicated that early exposure to rural practice and/or training can contribute to their recruitment and retention 49 , 51 , 52 , 54 ) . Although the detailed mechanisms remain unclear, such exposure is thought to enhance the affinity for work in rural areas.…”

Factors associated with the recruitment and retention of family and community medicine and nursing residents in rural settings: A qualitative study

“…The results of the study also showed that feeling like the doctor or nurse of the town favours retention in rural areas. Establishing a meaningful relationship with patients is valued very highly but not enough to improve retention [10,29,31]. The rural lifestyle is a negative aspect when it is seen as a barrier to retention globally [32], so further research should be carried out on aspects that can help make rural life attractive to young people.…”

Examining students’ perception of rural practice following an educational strategy aimed at preparing postsecondary students for rural careers: a systematic review protocol for qualitative studies

“…Researchers, policy-makers and communities in Japan, the USA, Australia and Canada have attempted different strategies to recruit and retain rural workforce professionals. [11][12][13] To recruit health professions in particular, strategies have included financial incentives, offering unique reimbursement schemes, marketing the benefits of rural living, or hiring specialised recruiters. Overall, these strategies have seen relatively poor results, with the greatest success coming from financial incentives.…”