What are the job attribute preferences of physicians and nurses in Türkiye? Evidence from a discrete choice experiment

İŞLEK, Elif; ŞAHİN, Bayram

doi:10.1186/s12960-023-00826-4

Cited by 11 publications

(2 citation statements)

References 39 publications

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“…Overall, education upgrading opportunity and salary were the two strongest drivers of choice. This finding is consistent with results of previous DCE study in which education and salary were among the most influential attributes in job choice (İşlek & Şahin, 2023;Kolstad, 2011;Smitz et al, 2016).…”

Section: Discussionsupporting

confidence: 93%

Addressing Concerns of Access and Distribution of Health Workforce: A Discrete Choice Experiment to Develop Rural Attraction and Retention Strategies in Southwestern Ethiopia.

Hilo

2024

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Background: There exists a shortage of healthcare workers in Ethiopia, with an uneven distribution between urban and remote areas. To formulate effective policy intervention aimed at attracting and retaining health workers in remote regions, this study examines the stated preferences of health workers when selecting health jobs. Methods: A Discrete Choice Experiment was conducted with health workers in the Aari and South Omo Zone of the South Ethiopia region from September to November 2022 to gather insights into their job preferences. After conducting literature review, focus group discussions and in-depth interviews salary, education, housing, location, timeliness of payment, medicine and equipment, management culture, and infrastructure attributes included in the study. To assess the relative importance of these job attributes and account for heterogeneity in preferences and scales, I used a mixed logit model with full correlation between utility coefficients. I conducted willingness to pay analysis using delta method and probability of job uptake for single incentive and combination of incentives based on results from the mixed logit model. Results: All eight attributes were statistically significant with the expected signs and demonstrated the existence of preference heterogeneity. Education, salary, and housing were of most concern to health workers when deciding their future workplace. Health workers are willing to trade a significant portion of their salary for improvements in other aspects of the job. Sub-group analysis showed that health workers with no rural background were willing to pay more to work at the zone center than health workers who lived in rural area for more than a year. The probability to work in rural area increases by 61% if education is offered to health workers after one year of service. Cost-effectiveness analysis revealed that raising salary is the most cost-effective incentive to attract and retain health workers. However, packages of incentives are always preferred over single incentive. Conclusion: Health workers express willingness to relocate to or continue serving in rural and remote areas, contingent upon improved working conditions Both monetary and non-monetary policy interventions should be considered by policymakers to attract and retain health workers to distant locations of southwestern Ethiopia.

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Section: Discussionsupporting

confidence: 93%

Addressing Concerns of Access and Distribution of Health Workforce: A Discrete Choice Experiment to Develop Rural Attraction and Retention Strategies in Southwestern Ethiopia.

Hilo

2024

Preprint

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“…However, this result seems to indicate the issue of inadequate implementation of non-nancial incentive measures in provincial hospitals, especially for young participants (in the analysis of personnel in county-level hospitals, non-nancial factors positively affected their willingness to participate). These non-nancial incentive measures meet expectations, and should play a positive role through normative implementation [22]. In addition, physicians who had a high level of professional skills improvement by participating in the urban-rural medical consortium had a high level of willingness to participate in the future.…”

Section: Discussionmentioning

confidence: 93%

Incentive affects physicians’ willingness to participate in urban-rural medical consortia: A comparative study of county and provincial hospitals in Central China

Zhang,

Ma,

et al. 2024

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Objectives This study had three aims: (a) to examine the incentive measures that effectively affect physicians’ willingness to participate in urban-rural medical consortia. (b) to analyze the differences in the level of incentives implemented by county and provincial hospitals. (c) to identify the differences in incentive effects on county-level and provincial-level physicians’ willingness to participate in projects. Methods An online survey in Henan Province, Central China, was conducted among 1,837 physicians, comprising 1,088 respondents from county hospitals and 749 respondents from provincial hospitals. Participants reported their demographic characteristics, altruism, collaborative projects, incentive levels and willingness to participate. Chi-square and cumulative logistic regressions were used to determine the incentive factors of participants’ willingness. Results (a) For all participants, the level of economic returns and rewards were positively associated with willingness to participate in urban-rural medical consortia, while the level of professional title and status promotion were negatively associated with physicians’ willingness to participate. (b) County-level hospitals had lower level of various incentives for urban-rural medical consortium projects than provincial hospitals. (c) County-level physicians who had a high level of position promotion and professional skills improvement and provincial physicians who had a high level of economic returns and rewards had a high level of willingness to participate in urban-rural medical consortia. Conclusion This result reveals the effectiveness of the financial incentive mechanism and the issue of inadequate implementation of non-financial incentive measures. Comprehensive incentive mechanisms should be established to increase county-level doctors’ perceptions of the benefits of incentives. The rules of financial incentives should be dominated by value-based incentives rather than volume, and non-financial incentives should be standardized implemented for provincial hospitals.

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Assessing the job preferences of senior medical students for mandatory service: a discrete choice experiment

Tozduman,

Sözmen

2024

Prim Health Care Res Dev

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Aim: To investigate the job preferences of senior medical students for mandatory service as general practitioners using discrete choice experiment. Introduction: Health workforce is directly associated with health service coverage and health outcomes. However, there is a global shortage of healthcare workers (HCWs) in rural areas. Discrete choice experiments can guide the policy and decision-makers to increase recruitment and retention of HCWs in remote and rural areas by determining their job preferences. The aim of this study is to investigate job preferences of senior medical students for mandatory service as general practitioners. Methods: This cross-sectional survey was conducted among 144 medical students. To estimate students’ preferences for different levels of job attributes, a mixed logit model was utilised. Simulations of job uptake rates and willingness to pay (WTP) estimates were computed. Findings: All attributes had an impact on the job preferences of students with the following order of priority: salary, workload, proximity to family/friends, working environment, facility and developmental status. For a normal workload and a workplace closed to family/friends which were the most valued attributes after salary, WTPs were 2818.8 Turkish lira (TRY) ($398.7) and 2287.5 TRY ($323.6), respectively. The preference weights of various job characteristics were modified by gender, the presence of a HCW parent and willingness to perform mandatory service. To recruit young physicians where they are most needed, monetary incentives appear to be the most efficient intervention. Non-pecuniary job characteristics also affected job preferences. Packages of both monetary and non-monetary incentives tailored to individual characteristics would be the most efficient approach.

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What are the job attribute preferences of physicians and nurses in Türkiye? Evidence from a discrete choice experiment

Cited by 11 publications

References 39 publications

Addressing Concerns of Access and Distribution of Health Workforce: A Discrete Choice Experiment to Develop Rural Attraction and Retention Strategies in Southwestern Ethiopia.

Addressing Concerns of Access and Distribution of Health Workforce: A Discrete Choice Experiment to Develop Rural Attraction and Retention Strategies in Southwestern Ethiopia.

Incentive affects physicians’ willingness to participate in urban-rural medical consortia: A comparative study of county and provincial hospitals in Central China

Assessing the job preferences of senior medical students for mandatory service: a discrete choice experiment

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