Rural Illinois Hospital Chief Executive Officers’ Perceptions of Provider Shortages and Issues in Rural Recruitment and Retention

Glasser, Michael; Peters, Karen; MacDowell, Martin

doi:10.1111/j.1748-0361.2006.00007.x

Cited by 32 publications

(40 citation statements)

References 15 publications

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“…Little evidence is available from this level of experts and that which does exist provides insights from rural areas in the United States (Glasser et al . ) and sub‐groups of nurses such as newly graduated nurses in Australia (O'Brien‐Pallas et al . ) and home visiting nurses aged over 50 in the UK (Leese et al .…”

Section: Introductionmentioning

confidence: 99%

Retaining nurses in metropolitan areas: insights from senior nurse and human resource managers

et al. 2016

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. Retaining nurses in metropolitan areas: insights from senior nurse and human resource managers Aim To investigate the views of senior nurse and human resource managers of strategies to retain hospital nurses in a metropolitan area. Background Against a global shortage, retaining nurses is a management imperative for the quality of hospital services. Method Semi-structured interviews, thematically analysed. Results Metropolitan areas have many health organisations in geographical proximity, offering nurses choices in employer and employment. Senior nurse and human resource managers recognised the complexity of factors influencing nurse turnover, including those that 'pulled' nurses out of their jobs to other posts and factors that 'pushed' nurses to leave. Four themes emerged in retaining nurses: strategy and leadership, including analysis of workforce and leavers' data, remuneration, the type of nursing work and career development and the immediate work environment. Conclusions In contexts where multiple organisations compete for nurses, addressing retention through strategic leadership is likely to be important in paying due attention and apportioning resources to effective strategies. Implications for nursing management Aside from good human resource management practices for all, strategies tailored to different segments of the nursing workforce are likely to be important. This metropolitan study suggests attention should be paid to strategies that address remuneration, progressing nursing careers and the immediate work environment.

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Section: Introductionmentioning

confidence: 99%

Retaining nurses in metropolitan areas: insights from senior nurse and human resource managers

et al. 2016

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“…From an economic and logistical perspective, primary care physicians, rather than specialists, are more able to sustain viable practices in less populated areas, such as rural communities. 17 Glasser et al, 18 in a study of rural hospital chief executive officers' perceptions of health professions needs in their communities, found that 19 of 22 (86%) reported physician shortages in their geographical areas, and most often mentioned, in terms of specialty need, was family medicine (64%).…”

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confidence: 99%

A Comprehensive Medical Education Program Response to Rural Primary Care Needs

et al. 2008

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This article presents the characteristics and results of the Rural Medical Education (RMED) Program which addresses medical workforce needs focused on reducing rural health disparities. The program is comprehensive in implementing a system of recruitment of candidates from rural backgrounds, offering a rural-focused curriculum, and instituting evaluative components to track outcomes. Distinctive program features include a Recruitment and Retention Committee of rural community members; special rural-focused topics and events during the first three years of undergraduate medical education; and a required fourth-year, 16-week rural preceptorship through which students work with primary care physicians and conduct community-oriented primary care projects. Since 1993, 216 students have matriculated. More than three quarters of candidates interviewed received offers into the program (overall acceptance rate of 75%). Comparisons between RMED and all other students on composite MCAT scores and United States Medical Licensing Examination (USMLE) Part 1 scores show a slightly lower MCAT average for RMED students, but USMLE scores are equal to those of non-RMED students. To date, 159 students have graduated, with 76% entering primary care residencies; 103 are currently in practice, with 64.4% in primary care practice in small towns and/or rural communities. RMED Program outcomes compare favorably with those of other rural medical education programs. RMED can serve as a model at many levels, including recruitment, collaboration, curriculum, and retention. Future challenges for program development and disparity reduction include recruiting students from the growing number of rural minority populations, expanding the number of program slots, and integrating the program with other health professions to address the needs of rural populations.

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“…Research suggests hospital trustee/board members have increasing responsibility to recruit physicians to their communities as they have the ability to impact rural health through guidance in workforce initiatives that integrate providers within the community. [5] Hospital trustee/board members' general role involves strategic planning and priority goal setting. [6] As changing healthcare legislation requires increased focus on safety and quality of care, trustee/board members must adapt their governing policies to fit this dynamic healthcare environment.…”

Section: Introductionmentioning

confidence: 99%

What factors do critical access hospital trustee/board members believe are important to recruitment of physicians and do they differ from hospital administrators and physicians

Baker

Schmitz

Marshall

et al. 2017

JHA

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Background: Rural hospitals continue to struggle to recruit physicians. Examining trustee/board member perceptions of their community's strengths and challenges related to physician recruitment may provide insight on how to sustain an effective workforce in these facilities. Objective: The purpose of this study is to identify similarities and differences between critical access hospital (CAH) trustee/board members' perspectives on factors important to physician recruitment compared to their hospital administrators and physicians practicing in their facilities. Methods: The CAH Community Apgar Questionnaire (CAH CAQ) was expanded to include trustee/board member participation in Iowa. Online survey methods were used to compile information from trustees/board members, hospital administrators and physician from participating CAHs recruited by the Iowa Hospital Association. Results: A total of 16 Iowa CAH communities participated in the project in 2015. There were 17 administrators, 39 physicians and 23 board members respondents for a total of 79 respondents. Significant differences were found between trustee/board members and hospital administrators ratings on CAH CAQ factors loan repayment and transfer arrangements. Trustee/board members and physicians showed significant differences on scores for the CAH CAQ class factor hospital/community support and on factor ratings for teaching, administration, hospital sponsored continuing medical education and welcome and recruitment programs. Discussion: This study has identified commonalities and differences in how rural hospital trustee/board members and the administrators and physicians who work at their facilities view community strengths related to physician recruitment. Analyzing and discussing the areas of consensus and differences of opinion could help develop more effective physician recruitment strategies for these communities.

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Rural Illinois Hospital Chief Executive Officers’ Perceptions of Provider Shortages and Issues in Rural Recruitment and Retention

Cited by 32 publications

References 15 publications

Retaining nurses in metropolitan areas: insights from senior nurse and human resource managers

Retaining nurses in metropolitan areas: insights from senior nurse and human resource managers

A Comprehensive Medical Education Program Response to Rural Primary Care Needs

What factors do critical access hospital trustee/board members believe are important to recruitment of physicians and do they differ from hospital administrators and physicians

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