Building a rural and remote health workforce: an overview of effective interventions

Stewart, Ruth

doi:10.5694/mja2.52033

Cited by 5 publications

(1 citation statement)

References 7 publications

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“…They experience higher rates of hospitalisations, deaths and injury yet have poorer access to primary healthcare (AIHW, 2023). Stewart (2023) highlights that the proportion of full-time equivalent clinicians to population decreases in relation to remoteness, such that "where the health need is greatest, there is the lowest supply of health professionals" (p. S5). Similar issues of health workforce distribution exist in rural areas in Aotearoa New Zealand (Walker et al, 2022).…”

Section: Supporting the Health Professional Workforcementioning

confidence: 99%

Editorial, Vol 24.3: Supporting the health professional workforce

Scott

2023

FoHPE

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Section: Supporting the Health Professional Workforcementioning

confidence: 99%

Editorial, Vol 24.3: Supporting the health professional workforce

Scott

2023

FoHPE

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Leadership in federally qualified health centers: examining recruitment and retention in rural Oklahoma

Hamby,

Smock

2024

LHS

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Purpose Healthcare workforce shortages, particularly in rural areas, present a global challenge. The purpose of this study is to explore the leadership dynamics within federally qualified health centers (FQHC) in rural Oklahoma, focusing on recruitment, retention, job satisfaction and development practices. Design/methodology/approach Eighteen managers with five or more years of tenure from Oklahoma FQHCs were interviewed. Leadership’s role in influencing job satisfaction, recruitment, retention and development practices was analyzed using a multilevel ecological framework through qualitative content analysis with NVivo. Findings The analysis includes ten key themes including the critical role of leadership in addressing recruitment and retention challenges, the importance of aligning organizational culture, rural culture, access challenges, trainings and values with workforce development initiatives, and the impact of leadership practices on job satisfaction. Originality/value This study uniquely examines leadership strategies in rural FQHCs, integrating ecological considerations for cultural, logistical and community-specific factors. It emphasizes the pivotal role leadership plays in shaping workforce development. As rural healthcare evolves, refining these approaches is crucial for addressing workforce challenges, improving healthcare access and ensuring that rural FQHCs remain sustainable, driving positive outcomes for healthcare professionals and communities.

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This is why we are staying: Job satisfaction among Physiotherapists in the Kimberley region of Western Australia

King,

Timler,

Gill

et al. 2024

Australian J Rural Health

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IntroductionThe Kimberley region of Western Australia (WA) is classified by the Modified Monash Model as MM6 & 7 (‘Remote/Very Remote’). Many physiotherapists in the Kimberley are considered ‘rural generalists’ and require a diverse set of clinical and non‐clinical skills to work successfully within this setting.ObjectiveTo understand physiotherapists’ perspectives regarding job satisfaction within the Kimberley region a ‘rural and remote’ areas of Australia.DesignAn exploratory case study approach examined physiotherapists' job satisfaction in the Kimberley. Each participant completed a demographic survey and a one‐on‐one face‐to‐face interview lasting for approximately 60 minutes. Transcriptions were analysed and presented thematically. Eleven physiotherapists (nine women, two men, median age = 32 [27–60] years) participated in the study. Participants' median time working in the Kimberley was 2 (1–15) years; eight participants completed a rural placement, and eight participants had a rural background.Findings and DiscussionTwo overarching themes relating to job satisfaction emerged: ‘personal factors’ and ‘workplace factors’. Furthermore, several sub‐themes illustrated high levels of job satisfaction. Positive sub‐themes relating to personal factors included ‘belonging to the community and a rural lifestyle’. ‘Diversity in caseloads’ and ‘workplace culture’ were examples of positive workplace sub‐themes. Subthemes that challenged the participants personally were ‘family arrangements’ including schooling, ‘spousal employment and family separation’ and the ‘transiency and social issues’ within these remote communities. Workplace challenges comprised of ‘barriers to providing best practice’ and the ‘workforce and clinical experience’ found within the Kimberley physiotherapy community and the wider health care workforce. The primary challenge of job satisfaction that encompassed both personal and workplace factors was ‘accommodation’, with ‘cost’, ‘lack of availability’, and ‘perceived unsafe location’ challenging physiotherapists’ decisions to remain in the Kimberley.ConclusionThis study describes the many factors impacting job satisfaction among physiotherapists in a rural and remote location in WA Australia. These factors warrant consideration by organisations interested in improving recruitment and retention in this context. Improving recruitment and retention in physiotherapists in rural and remote Australia has the potential to positively influence health service provision, and therefore improve health outcomes for those living in rural and remote communities.

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Building a rural and remote health workforce: an overview of effective interventions

Cited by 5 publications

References 7 publications

Editorial, Vol 24.3: Supporting the health professional workforce

Editorial, Vol 24.3: Supporting the health professional workforce

Leadership in federally qualified health centers: examining recruitment and retention in rural Oklahoma

This is why we are staying: Job satisfaction among Physiotherapists in the Kimberley region of Western Australia

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