The pernicious problem of physician turnover in hospital medicine

Jones, Yemisi; Shah, Samir S.

doi:10.1002/jhm.12964

Cited by 1 publication

(1 citation statement)

References 3 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…The cost of hospitalist turnover has been calculated to be lower than that of GPs [31] but is likely to be associated with additional costs that are more difficult to quantify. For example, high turnover can lead to low morale among the remaining team members, who have an increased workload because of staffing gaps [32]. Therefore, the high turnover of hospital doctors is also a cause of concern.…”

Section: Relational Coordination and Willingness To Staymentioning

confidence: 99%

Impact of Relational Coordination on Job Satisfaction and Willingness to Stay: A Cross-Sectional Survey of Healthcare Professionals in South Tyrol, Italy

Wiedermann,

Barbieri,

Engl

et al. 2024

Behavioral Sciences

View full text Add to dashboard Cite

Job satisfaction and willingness to stay are critical for workforce stability in a challenging healthcare environment. This study examined how relational coordination, a key factor in teamwork and communication, influences outcomes among healthcare professionals in a bilingual, culturally mixed region of Italy. This cross-sectional survey included general practitioners, hospital physicians, nurses, and administrators from the South Tyrol Health Service, using the ‘Relational Coordination Survey’ and additional measures of job satisfaction and willingness to stay. The analytical methods used included descriptive statistics, correlations, and regression analyses. This study applied path analysis, including mediation and moderation techniques, to investigate the roles of relational coordination and job satisfaction in influencing the willingness to stay. It employs Conditional Process Analysis with the PROCESS macro in SPSS, focusing on models for moderated mediation analysis. The results indicated a critical influence of relational coordination on both job satisfaction and willingness to stay among the 525 healthcare professionals. Job satisfaction varied by health district and years of service, with midcareer professionals being the least satisfied. The findings highlight the central role of relational coordination in job satisfaction and willingness to stay and confirm that low job satisfaction increases turnover intentions. Relational coordination directly enhanced job satisfaction and willingness to stay, while also serving as a mediating factor that amplifies the impact of job satisfaction on retention intentions. This study reinforces the need for strong teamwork and communication to stabilize the healthcare workforce. Targeted interventions aimed at improving relational coordination could significantly enhance job satisfaction and retention among healthcare professionals, particularly in culturally diverse settings such as South Tyrol.

show abstract

Section: Relational Coordination and Willingness To Staymentioning

confidence: 99%