Recruitment and retention issues for occupational therapists in mental health: Balancing the pull and the push

Scanlan, Justin Newton; Still, Megan; Stewart, Kylie; Croaker, Jennifer

doi:10.1111/j.1440-1630.2009.00814.x

Cited by 49 publications

(89 citation statements)

References 19 publications

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“…These findings support the empirical literature in signaling that strategies that reduce professional isolation and increase supports through mechanisms (including clinical supervision), are important for retaining allied health staff (Lloyd & King, 2001;Scanlan et al, 2010;Stagnitti, Schoo, Dunbar, & Reid, 2006).…”

Section: Research Questionsupporting

confidence: 72%

“…Lack of professional support can negatively affect job satisfaction (Smith, Fisher, Kearne, & Lincoln, 2011), and is consistently associated with intention to leave (Belbin, 2011). Insufficient professional support, such as clinical supervision, is frequently cited as a major reason that health care workers leave their place of employment (Humphreys, Jones, Jones, & Mara, 2002;Scanlan et al, 2010). Studies suggest that health employers who fail to provide their employees with access to professional support are likely to have higher numbers of employees with intent to leave than they would otherwise (Alkorashy & Baddar, 2016;Allan & Ledwith, 1998).…”

Section: Effectiveness Of Clinical Supervision and Intention To Leavementioning

confidence: 99%

“…Within the health care setting there is now an expectation that health professionals, including allied health workers, will regularly engage in clinical supervision practice (Health Workforce Australia, 2013b increase job satisfaction, reduce unwanted worker turnover and mitigate burnout (Koivu, Saarinen, & Hyrkas, 2012a;Scanlan, Still, Stewart, & Croaker, 2010). An international shortage of health care workers (World Health Organization, 2010a) has meant that governments and health service organisations are keen to adopt workforce strategies that encourage staff retention and reduce burnout.…”

Section: Introductionmentioning

confidence: 99%

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Clinical supervision, burnout and intent to leave: an Australian mixed methods study of community-based allied health professionals

Saxby¹

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ObjectiveClinical supervision is widely recognised for providing professional support, professional development and clinical governance for healthcare workers. Despite the growing uptake of clinical supervision, there have been few studies about the effectiveness of supervision for allied health professionals and fewer studies conducted within the Australian health context. This study aims to identify the perceived effectiveness of clinical supervision of allied health professionals in an Australian metropolitan community health setting. The study also sought to identify those factors that contribute to effectiveness and the relationship between clinical supervision effectiveness, burnout and intention to leave, as well as any profession-specific differences. MethodologyThe research has a two-phase, explanatory-sequential, mixed methods design. In Study 1, participants (n = 82) anonymously completed an on-line questionnaire, administered through the health service's intranet at 8 months post-implementation of the intervention, a structured model of clinical supervision. Study 2, commenced 12 months postimplementation and comprised several focus groups (n = 26), separately attended by supervisees (n = 15), and supervisors (n = 11). The sample was drawn from the population of allied health professionals (N = 120) who were receiving or providing supervision within the study location.The on-line questionnaire sought demographic data, work history and the number and length of supervision sessions. Clinical supervision effectiveness was operationalised using the Manchester Clinical Supervision Scale-26 (MCSS-26©); burnout was measured using the Maslach Burnout Inventory; and intention to leave was operationalised using the Intent to Leave Scale. ResultsEighty-two allied health professionals participated in Study 1, resulting in a 68% response rate. Ages ranged from 24 to 66 years, and females accounted for 89% (n = 71) of all respondents. The professions of occupational therapy, physiotherapy and social work together comprised 73% of the total number of participants. Twenty-six allied health ii professionals participated in the five focus groups of Study 2. All participants were female, with 81% belonging to the professions of occupational therapy, physiotherapy and social work.Overall, clinical supervision was perceived as effective. In the main, supervisee's responses illustrated that supervision provided effective professional support, education and guidance for professional practice.'Time', as well as specific procedural factors, were found to be important in relation to Significant associations were found between clinical supervision effectiveness and burnout and intention to leave. Highly efficacious supervision was significantly and negatively associated with Emotional Exhaustion and Depersonalization. In addition, higher scores on "Finding Time" were significantly correlated with lower scores of Emotional Exhaustion.Effective supervision was significantly and positively associated with Personal Accomp...

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Section: Research Questionsupporting

confidence: 72%

Section: Effectiveness Of Clinical Supervision and Intention To Leavementioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Clinical supervision, burnout and intent to leave: an Australian mixed methods study of community-based allied health professionals

Saxby¹

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“…These results indicate that keeping occupational therapists stimulated is central to maintaining job satisfaction. Although reasons for leaving previous positions were not explored in this study, a previous study indicated that 'feeling bored or stale' was a key reason why occupational therapists left positions (Scanlan et al, 2010).…”

Section: Discussionmentioning

confidence: 97%

Job satisfaction, burnout and turnover intention in occupational therapists working in mental health

Scanlan

Still

2013

Aus Occup Therapy J

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159

137

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This study provides a detailed analysis of factors associated with job satisfaction, turnover intention and burnout in a group of occupational therapists working in mental health. To promote workforce wellbeing and enhanced retention, interventions to minimise burnout should be implemented and evaluated. These strategies should focus on enhancing job resources such as supervisor support, feedback and participation in decision making as well as building the personal resilience of occupational therapists working in mental health.

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“…The antecedents of retention may be different to those of turnover and so future research could compare the attitudinal mechanisms of retention and turnover. We would expect that the antecedents of retention are likely to be 'pull' factors, such as positive experiences and job resources, whereas the antecedents of turnover are likely to be 'push' factors, such as negative experiences and excessive job demands (Scanlan, Still, Stewart and Croaker, 2010). …”

mentioning

confidence: 99%

The relationship between perceived training and development and employee retention: the mediating role of work attitudes

Fletcher

Alfes

Robinson

2016

The International Journal of Human Resource Management

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The relationship between perceived training and development and employee retention: the mediating role of work attitudes This paper considers how utilizing a model of job-related affect can be used to explain the processes through which perceived training and development influence employee retention. We applied Russell's model of core affect to categorize four different forms of work attitude, and positioned these as mediators of the relationship between perceived training and development and intention to stay.Using data from 1,191 employees across seven organizations, multilevel analyses found that job satisfaction, employee engagement, and change-related anxiety were significantly associated with intention to stay, and were mediators of the relationship between perceived training and development and intention to stay.Contrary to our hypotheses, emotional exhaustion was not significantly associated with intention to stay nor acted as a mediator when the other attitudes were included. These findings show the usefulness of Russell's model of core affect in explaining the link between training and development and employee retention.Moreover, it suggests that studies examining employee retention should include a wider range of work attitudes that highlight pleasant forms of affect that induce motivational rather than impairment prevention effects.Keywords: employee retention, perceived training and development, job-related affect, multilevel analysis, work attitudes IntroductionTraining and development (T&D) is a systematic approach to developing and enhancing employee skills, abilities and knowledge for the purpose of increasing organizational effectiveness (Aguinus and Kraiger, 2009). As an overarching HR practice it is often considered, and evidenced, to be a broad collection of activities that refer to continual learning and development of general job-and career-related skills (e.g. Boon, den Hartog, Boselie, and Paauwe, 2011). Previous research demonstrates that perceived T&D is associated with higher levels of retention 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 54 55 56 57 58 59 More recently, researchers have become interested in understanding the exact mechanisms that underlie this relationship (e.g. Koster, de Grip and Fourage, 2011). For example, Koster et al (2011) demonstrated that job satisfaction partially mediated the relationship between perceived support in employee development and intention to quit.In contrast, Dysvik and Kuvaas (2008) showed that intrinsic motivation partially mediated the relationship between perceived T&D and turnover intention.While these studies have enhanced our understanding of how T&D is related to retention, exploring mediators individually is problematic for two reasons. Firstly, it encourages researchers to add potential mediators into the literature with little consideration of how they are differentia...

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Recruitment and retention issues for occupational therapists in mental health: Balancing the pull and the push

Cited by 49 publications

References 19 publications

Clinical supervision, burnout and intent to leave: an Australian mixed methods study of community-based allied health professionals

Clinical supervision, burnout and intent to leave: an Australian mixed methods study of community-based allied health professionals

Job satisfaction, burnout and turnover intention in occupational therapists working in mental health

The relationship between perceived training and development and employee retention: the mediating role of work attitudes

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