What drives pharmacists’ turnover intention: A systematic review

Abstract

Background: Pharmacist turnover can negatively impact not only on work efficiency, organizational performance, work productivity and customer satisfaction, but also on the quality of pharmaceutical services and patient safety. Turnover intention is a core antecedent of turnover. Turnover intention of the pharmacists is affected by many factors related to their organization or job. Objective: To elaborate the factors affecting the pharmacists' turnover intention and their associations. Studies related to any factors affecting pharmacists' turnover intention in all pharmacy settings were included. The QualSyst assessment tool was used for assessing the quality of the included studies. Result: For this systematic review, 3,822 studies were identified. Of these studies,20 studies were included. Thirty factors were explored and a model for pharmacists' turnover intention was produced. Organizational commitment, job satisfaction, career commitment, job stress, perceived organizational support, and work climate were frequently found as drivers to pharmacist turnover intention. Some of 24 other factors had both direct and indirect effects on pharmacist turnover intention via organizational commitment, job satisfaction, career commitment, job stress, and perceived organizational support. Many studies have reported that organizational commitment and job satisfaction had significant influence on pharmacist turnover intention in all settings. Job stress and work climate had direct and indirect effects on turnover intention of hospital pharmacists. Career commitment and perceived organizational support had direct and indirect effects on community pharmacist turnover intention. Conclusion:The factors driving the turnover intention of the pharmacists in different pharmacy practices were different. It indicated that the further interventions should be different to improve the pharmacists' retention in each pharmacy practice setting. Our systematic review is beneficial to guide human resource management in pharmacy and useful for guiding the conceptual framework of future research studies.

Pharmacy Forecast Australia 2022: key findings

“…Job stress and work climate, as well as burnout, poor public perception, and a lack of career progression, had direct and indirect effects on turnover intention of hospital pharmacists. 77,78 In a survey by the Royal Pharmaceutical Society (UK), 89% of pharmacists reported a high risk of burnout, 33% considered leaving their current role and 32% thought about leaving the profession altogether. 79 There is an irreconcilable conflict here, given a motivation driving people to pursue a career in the pharmacy profession is the willingness to help people, and pharmacists will often choose to 'do more' sometimes at the expense of their own wellbeing.…”

“…Many studies have reported that organisational commitment and job satisfaction had a significant influence on pharmacist turnover intention in all settings. Job stress and work climate, as well as burnout, poor public perception, and a lack of career progression, had direct and indirect effects on turnover intention of hospital pharmacists 77, 78 . In a survey by the Royal Pharmaceutical Society (UK), 89% of pharmacists reported a high risk of burnout, 33% considered leaving their current role and 32% thought about leaving the profession altogether 79…”

Primary Healthcare Pharmacists’ Perceived Organizational Support and Turnover Intention: Do Gender Differences Exist?

“…To reduce pharmacists’ turnover and change their turnover behavior, it is crucial for managers to learn about the factors that significantly influence turnover intention. 8 …”

“…According to the current research, perceived organizational support is significantly related to turnover intention. 8 , 9 Eisenberger et al first developed the term “perceived organizational support”. It refers to the employees’ overall feelings and beliefs about how the organization views their contribution and cares about their interests.…”

Job fulfilment and its related variables among pharmacy certificate holders in Jordan: A Cross-sectional Study

“…Losing an employee can obstruct a pharmacy industrial company -not only regarding the expenses of changing and educating the modernday employee -however, within the facts, records, and relationships that may be lost at the same time as an individual chooses to move away and exchange jobs. [5][6][7] The theories that describe work satisfaction serve as a foundation for identifying the numerous elements that affect job satisfaction and provide suggestions for how to raise employee job satisfaction. The Herzberg Motivator-Hygiene Theory 8 is among these hypotheses.…”