Turnover and intent to leave among speech pathologists

McLaughlin, Emma; Adamson, Barbara; Lincoln, Michelle; Pallant, Julie; Cooper, Cary L.

doi:10.1071/ah08659

Cited by 13 publications

(14 citation statements)

References 5 publications

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“…In addition, limited information on the contribution of individual factors to SLP well-being is available, with only one study taking into account individual differences i.e. Mclaughlin et al (2010) with the use of the PANAS. Finally, no previous studies have investigated the interaction between different elements of the job, which might boost satisfaction or ameliorate stress in SLPs.…”

Section: Discussionmentioning

confidence: 99%

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Well-being, job satisfaction, stress and burnout in speech-language pathologists: A review

Ewen

Jenkins

Jackson

et al. 2020

International Journal of Speech-Language Pathology

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The purpose of this review was to evaluate the factors that influence wellbeing, job satisfaction, stress, and burnout in speech-language pathologists (SLPs), and to identify the impact of these variables on worker recruitment and retention.Method: A systematic literature search was conducted. Four electronic databases (PsycARTICLES & PsycINFO, PubMed/Medline, CINHAL and ABI/INFORM) were searched. The search was limited to articles published in English between 1998 and June 2018. To be eligible for inclusion, studies needed to investigate or report wellbeing, job satisfaction, stress or burnout in SLPs. The methodological quality of each paper was assessed using the "Strengthening the Reporting of Observational Studies in Epidemiology" (for quantitative data) and "Consolidated criteria for Reporting Qualitative research" (for qualitative data) checklists. A data-driven thematic analysis of the literature was used to identify key themes. Result:Seventeen of 2050 studies met the inclusion criteria, of which fifteen were cross-sectional surveys yielding quantitative data. Two were qualitative studies.There was consistent evidence for SLPs in the USA and Canada experiencing satisfaction in their jobs. Facet analysis revealed six contributory themes, three of which were clearly associated with well-being: workload/caseload size, professional support, and salary. The contribution of job control (autonomy), length of time in practice and work setting was inconclusive. Evidence for stress and dissatisfaction leading to workforce attrition was found. Conclusion:Job satisfaction, stress, and burnout were found to be associated with various occupational features, including elements of demand, support and reward.No previous studies have investigated the interaction between different elements of a job, which might boost satisfaction or ameliorate stress in SLPs. This is the first review using a systematic approach to focus on well-being, satisfaction, stress and burnout in SLPs and suggests more work needs to be done to help identify and improve the well-being of the workforce.were assessed using the "Consolidated criteria for Reporting Qualitative research" (COREQ) checklist (Tong, Sainsbury & Craig, 2007). Mixed methods papers that produced both types of data were assessed under both sets of criteria. Data analysis and evidence synthesisDisparate study designs and approaches to data analysis prevented the use of meta-analysis. To enable the synthesis of the findings of the search, a data-driven thematic analysis of findings was conducted (Dixon-Woods, Agarwal, Jones, Young &

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Section: Discussionmentioning

confidence: 99%

“…Finally, McLaughlin et al (2010) investigated SLP intention to leave their job and the profession. While the authors did not comment on stress levels per se, they did identify particular stressors which predicted intention to leave.…”

Section: The Effect Of Slp Job Satisfaction Stress/stressors and Burnout On Recruitment And Retentionmentioning

confidence: 99%

Well-being, job satisfaction, stress and burnout in speech-language pathologists: A review

Ewen

Jenkins

Jackson

et al. 2020

International Journal of Speech-Language Pathology

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“…An earlier study into the same profession found a third of respondents to that survey had less than 3 years experience, creating a constantly young workforce with limited experience [ 29 ]. Similarly, published data on speech pathology indicated that those aged under 34 years were more likely to be looking for a new career and that 31% of those surveyed intended to change jobs [ 30 ]. No planning has been done at a national level with respect to this generational point at issue [ 31 ].…”

Section: Main Textmentioning

confidence: 99%

Allied health growth: what we do not measure we cannot manage

2015

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BackgroundData describing the Australian allied health workforce is inadequate and so insufficient for workforce planning. National health policy reform requires that health-care models take into account future workforce requirements, the distribution and work contexts of existing practitioners, training needs, workforce roles and scope of practice. Good information on this workforce is essential for managing services as demands increase, accountability of practitioners, measurement of outcomes and benchmarking against other jurisdictions. A comprehensive data set is essential to underpin policy and planning to meet future health workforce needs.DiscussionSome data on allied health professions is managed by the Australian Health Practitioner Regulation Agency; however, there is limited information regarding several core allied health professions. A global registration and accreditation scheme recognizing all allied health professions might provide safeguards and credibility for professionals and their clients.SummaryArguments are presented about inconsistencies and voids in the available information about allied health services. Remedying these information deficits is essential to underpin policy and planning for future health workforce needs. We make the case for a comprehensive national data set based on a broad and inclusive sampling process across the allied health population.

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“…As with other health professionals, the recruitment and retention of clinical dietitians by employers involves a complex interplay between personal, environmental and work‐related factors. Job dissatisfaction associated with remuneration, a lack of career structure, input into decision making, job autonomy, high workloads relative to organisational and professional support and respect from management have been consistently shown in previous health workforce studies to compromise personal needs and intention to stay 15–21 . Workplace culture and the organisational environment can have both positive and negative impacts on staff retention 15 .…”

Section: Introductionmentioning

confidence: 97%

“…Job dissatisfaction associated with remuneration, a lack of career structure, input into decision making, job autonomy, high workloads relative to organisational and professional support and respect from management have been consistently shown in previous health workforce studies to compromise personal needs and intention to stay. [15][16][17][18][19][20][21] Workplace culture and the organisational environment can have both positive and negative impacts on staff retention. 15 At a broader health system level, low retention rates have been attributed to more profitable opportunities offered in other industries, intense physical and psychological demands and limited career paths.…”

Section: Introductionmentioning

confidence: 99%

A study of clinical dietetic workforce recruitment and retention in Queensland

Hughes¹,

Odgers-Jewell²,

Vivanti³

et al. 2011

Nutrition & Dietetics

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Aims: The aim of the present study was to investigate factors influencing the recruitment and retention of the clinical dietetics workforce in metropolitan practice, with a focus on Queensland Health. Methods: A qualitative study using semistructured telephone and face‐to‐face interviews among a purposively recruited sample of 28 Queensland clinical dietitians. The interviews explored factors affecting recruitment and retention, job satisfaction and possible strategies for the recruitment and retention of hospital‐based dietitians within Queensland Health was conducted. Interviews were audio‐recorded, transcribed verbatim and content analysed by two researchers (authors 1 & 2) before comparing, confirming, describing and interpreting themes identified. Results: All but two of the interviewees (26/28) were either existing (n = 16) or previous (n = 10) employees of Queensland Health. The demographic attributes of the sample reflected the broader Australian dietetic workforce. Factors effecting recruitment to current positions were the position itself, the closeness of the position to home and job security associated with Queensland Health positions. The most common factors assisting retention in Queensland Health were the team collegiality, opportunities, and the closeness to home of the workplace and professional development opportunities. The negatives of employment were high work demands or workload and bureaucratic frustrations within Queensland Health. Increasing remuneration rates, career pathways and increasing the flexibility of work hours were strategies considered as most important for Queensland Health to enhance clinician recruitment and retention. Conclusion: Factors effecting recruitment and retention of clinical dietitians are largely amenable to human resource and organisational management strategies that address these determinants of staff turnover.

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Turnover and intent to leave among speech pathologists

Cited by 13 publications

References 5 publications

Well-being, job satisfaction, stress and burnout in speech-language pathologists: A review

Well-being, job satisfaction, stress and burnout in speech-language pathologists: A review

Allied health growth: what we do not measure we cannot manage

A study of clinical dietetic workforce recruitment and retention in Queensland

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