Sustainable workforce and sustainable health systems for rural and remote Australia

Wakerman, John; Humphreys, John Stirling

doi:10.5694/mjao11.11639

Cited by 25 publications

(23 citation statements)

References 15 publications

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“…This study used a strategic HRM framework to examine the perspectives offered by managers and health professionals working in remote regions providing complementary empirical evidence. This evidence contributes to Wakerman and Humphreys’ () vision for a health system that is sustainable and appropriate to the remote context.…”

Section: Proportion Of Health Workforce Working In Remote Australia Isupporting

confidence: 56%

“…For managers, geographical challenges are compounded by workforce issues, including poor resourcing, workforce shortages and isolation (Lenthall et al. ; Onnis and Pryce ; Wakerman and Humphreys ). Furthermore, reduced access to management education and support limit the opportunities for managers to develop the skills necessary to be effective in remote regions.…”

Section: Proportion Of Health Workforce Working In Remote Australia Imentioning

confidence: 99%

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Human resource management policy choices, management practices and health workforce sustainability: remote Australian perspectives

Onnis

2017

Asia Pac J Human Res

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The challenges for health professionals working in remote regions are diverse, particularly where voluntary turnover is high. This study examined the influence of management practices on workforce sustainability in remote regions of northern Australia using human resource management (HRM) policy choices. In this study, 24 semi-structured interviews with HR managers, health professionals and health managers revealed that the impact of HRM policy choices on remote workforce sustainability is significantly influenced by management practices. The emergent themes depict work environments where ineffective management practices for recruitment, remuneration, resourcing and relationships have profound consequences. Despite these contextual challenges, examples emerged where effective management practices created stability and improved retention. Hence, the findings suggest that sustainable remote health workforces are achievable where localised management practices improve equity, where employee-manager relationships are fostered, and where there is equitable access to resources and professional development.Keywords: human resource management, management, sustainability, turnover, workforce Key points 1 Management practices influence turnover decisions made in remote regions. 2 Management competence and consistent implementation of HRM policies reduces voluntary turnover. 3 The implementation of localised HRM policies in remote regions improves workforce sustainability.[W]e have to treat the same things the same but different things differently and I don't think that we do that very well . . . for us to have a sustainable health workforce across remote Australia, then I think we need to invest a lot more heavily in management and leadership. (M18)

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Section: Proportion Of Health Workforce Working In Remote Australia Isupporting

confidence: 56%

Section: Proportion Of Health Workforce Working In Remote Australia Imentioning

confidence: 99%

Human resource management policy choices, management practices and health workforce sustainability: remote Australian perspectives

Onnis

2017

Asia Pac J Human Res

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“…A 2012 Australian Workforce Report stated there were approximately 21.5 practicing dental practitioners per 100,000 population in remote and very remote areas, compared with 64.3 practitioners in major metropolitan areas. This workforce disparity and accessibility to dental practitioners is a key contributing factor to the poorer oral health status of rural Australians compared with their metropolitan counterparts. Furthermore, the Australian dental system is predominantly private treatment (85%), and this results in a profession that is often driven by market forces and economics.…”

Section: Introductionmentioning

confidence: 99%

The workforce outcomes of dental graduates from a metropolitan school ‘Rural Clinical Placement Program’ versus a ‘Rural Clinical School’

Johnson

Blinkhorn

Byun

et al. 2020

International Dental Journal

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Introduction: This study compares the workplace decisions from University of Sydney (USYD) dental graduates who participated in a 1-month voluntary Rural Clinical Placement Program (RCPP), USYD graduates who did not participate in the RCPP (non-RCPP), and with graduates who qualified from a dental Rural Clinical School (RCS) at Charles Sturt University (CSU). Methodology: From mid-2015, USYD students who graduated between 2009 and 2013, and CSU graduates from 2013 to 2014, were requested to complete a telephone interview related to employment choices. For USYD, 135 interviews were completed (63% of contactable graduates) and for CSU, 39 interviews (68%). Mixed methods were applied to analyse the data. Results: For USYD, 33% of RCPP participants were working rurally compared with 18% of the non-RCPP, whilst 54% of CSU graduates were working rurally. For USYD, the self-reported influence of the RCPP on the graduates' employment decisions was a significant predictor of rural employment. For CSU, country of birth and employment status were weakly associated with rural employment. Across the three cohorts, key employment factors were as follows: job availability, family, personal relationships, good mentorship, clinical training, partner factor and lifestyle. In addition, both the RCPP and CSU graduates showed greater interest and awareness of rural employment than the non-RCPP. Conclusion: The CSU RCS and USYD RCPP are leading to positive rural employment outcomes, and it is clear that the provision of a rural experience is influencing graduates to work rurally. Further investigation of the CSU program is required to fully assess its impact and to provide longitudinal workforce information.

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“…2 The shortage of health professionals in rural compared to metropolitan areas is a critical challenge [3][4][5] for both local communities and government. One response is to train more health professionals in regional, rural and remote locations, with a view to them returning to those areas after they graduate.…”

Section: Introductionmentioning

confidence: 99%

Health professional students' rural placement satisfaction and rural practice intentions: A national cross‐sectional survey

Smith

Sutton

Pit

et al. 2017

Australian J Rural Health

101

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Objective: The aim of this study was to profile students undertaking placements at University Departments of Rural Health (UDRHs) and investigate factors affecting students' satisfaction and intention to enter rural practice. Design: Cross-sectional survey comprising 21 core questions used by all UDRHs. Setting: Eleven UDRHs across Australia that support students' placements in regional, rural and remote locations. Participants: Medical, nursing and allied health students who participated in UDRH placements between July 2014 and November 2015 and completed the questionnaire. Main outcome measures: Key dependent variables were placement satisfaction and rural practice intention. Descriptive variables were age, gender, Aboriginal or Torres Strait Islander (ATSI) background, location of placement, healthcare discipline, year of study and type and length of placement. Results: A total of 3328 students responded. The sample was predominantly female (79%), the mean age was 26.0 years and 1.8% identified as ATSI. Most placements (69%) were >2 but ≤12 weeks, 80% were in Modified Monash 3, 4 or 5 geographical locations. Public hospitals and community health made up 63% of placements. Students satisfied with their placement had 2.33 higher odds of rural practice intention. Those satisfied with Indigenous cultural training, workplace supervision, access to education resources and accommodation had higher odds of overall satisfaction and post-placement rural practice intention. Conclusions: The majority of students were highly satisfied with their placement and the support provided by rural clinicians and the UDRHs. UDRHs are well placed to provide health professional students with highly satisfactory placements that foster rural practice intention.

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Sustainable workforce and sustainable health systems for rural and remote Australia

Abstract: Lack of access to quality health care providers is one of the primary root causes of health inequity and is disproportionately experienced by people living in remote and rural communities. 1

Cited by 25 publications

References 15 publications

Human resource management policy choices, management practices and health workforce sustainability: remote Australian perspectives

Human resource management policy choices, management practices and health workforce sustainability: remote Australian perspectives

The workforce outcomes of dental graduates from a metropolitan school ‘Rural Clinical Placement Program’ versus a ‘Rural Clinical School’

Health professional students' rural placement satisfaction and rural practice intentions: A national cross‐sectional survey

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