Won't you stay just a little bit longer? A discrete choice experiment of UK doctors’ preferences for delaying retirement

Cleland, Jennifer; Terry, Porteous; Ejebu, Ourega-Zoé; Ryan, Mandy; Skåtun, Diane

doi:10.1016/j.healthpol.2021.11.004

Cited by 6 publications

(5 citation statements)

References 60 publications

(69 reference statements)

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“…As with our previous research, 70 we will use the random utility model, which is the theoretical basis for DCE data analysis. 78 Individuals choose the option with the highest utility (ie, preference) level.…”

Section: Theoretical Model For the Dce Data Analysis And Resultsmentioning

confidence: 99%

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What might make nurses stay? A protocol for discrete choice experiments to understand NHS nurses’ preferences at early-career and late-career stages

Ejebu,

Turnbull,

Atherton

et al. 2024

BMJ Open

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IntroductionLike many countries, England has a national shortage of registered nurses. Employers strive to retain existing staff, to ease supply pressures. Disproportionate numbers of nurses leave the National Health Services (NHS) both early in their careers, and later, as they near retirement age. Research is needed to understand the job preferences of early-career and late-career nurses working in the NHS, so tailored policies can be developed to better retain these two groups.Methods and analysisWe will collect job preference data for early-career and late-career NHS nurses, respectively using two separate discrete choice experiments (DCEs). Findings from the literature, focus groups, academic experts and stakeholder discussions will be used to identify and select the DCE attributes (ie, job features) and levels. We will generate an orthogonal, fractional factorial design using the experimental software Ngene. The DCEs will be administered through online surveys distributed by the regulator Nursing and Midwifery Council. For each group, we expect to achieve a final sample of 2500 registered NHS nurses working in England. For early-career nurses, eligible participants will be registered nurses who graduated in the preceding 5 years (ie, 2019–2023). Eligible participants for the late-career survey will be registered nurses aged 55 years and above. We will use conditional and mixed logit models to analyse the data. Specifically, study 1 will estimate the job preferences of early-career nurses and the possible trade-offs. Study 2 will estimate the retirement preferences of late-career NHS nurses and the potential trade-offs.Ethics and disseminationThe research protocol was reviewed and approved by the host research organisation Ethics Committees Research Governance (University of Southampton, number 80610) (https://www.southampton.ac.uk/about/governance/regulations-policies/policies/ethics). The results will be disseminated via conference presentations, publications in peer-reviewed journals and annual reports to key stakeholders, the Department of Health and Social Care, and NHS England/Improvement retention leaders.Registration detailsRegistration on OSFhttp://doi.org/10.17605/OSF.IO/RDN9G.

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Section: Theoretical Model For the Dce Data Analysis And Resultsmentioning

confidence: 99%

“…We will use qualitative and economic methods applied in our previous research69 70 to estimate the relative importance of the job and retirement factors influencing early-career and late-career nurses’ decisions, respectively. DCE can be used to reveal such preferences.…”

Section: Introductionmentioning

confidence: 99%

What might make nurses stay? A protocol for discrete choice experiments to understand NHS nurses’ preferences at early-career and late-career stages

Ejebu,

Turnbull,

Atherton

et al. 2024

BMJ Open

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“…Similarly, the ambient adversarial legal environment (44), together with financial disincentives to continue working beyond a certain age (11,35,45), have promoted earlier withdrawal from clinical responsibility. Factors influencing NHS health policy, litigation and the workplace environment are ones that can only be altered by significant organisational, governmental or societal interventions (46)(47).…”

Section: Discussionmentioning

confidence: 99%

Stress among UK consultant urologists and factors influencing when they leave full-time NHS practice

Payne,

Kane,

Thomas

et al. 2023

Journal of Clinical Urology

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Objective: The UK medical workforce is in crisis. The number of surgeons in National Health Service (NHS) practice has decreased, partly because newly qualified doctors withdraw from the workforce, and partly because of the early retirement of experienced surgeons. The reasons for urological trainee loss are largely known, but stress factors influencing the retirement of consultants before state pension age (SPA) are not. Methods: An online survey of the consultant membership of the British Association of Urological Surgeons was carried out over a 12-week period starting in September 2020. Information was sought regarding stresses at work and home, together with factors affecting retirement decisions. Data analysis was performed if > 90% of questions were complete. Results: Overall, 36.5% of 1374 invitees completed the survey. Workplace-based issues were the main causes of stress: on-call, an unsupportive working environment, complaint handling and poor relations with hospital managers were predominant factors which were exacerbated by punitive taxation. Experienced urologists ameliorated these factors by reducing their contracted activity, increasing part-time working and, ultimately, retiring before SPA. Conclusions: Workplace-based factors are associated with stress reported by consultant urologists. Alleviation of stressor factors, especially those related to on-call activity, should be explored to reduce the erosion of the senior workforce. Level of evidence: Not applicable

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“…The literature on physician aging is often focused on assessing physician competence 3,4 or physician workforce planning. [5][6][7][8][9] There is less information addressing the physician perspective on the transition to retirement. No previous studies have surveyed occupational medicine physicians (OMPs) to understand their activities, plans, and preparation for and during retirement.…”

mentioning

confidence: 99%

“…The literature on physician aging is often focused on assessing physician competence 3,4 or physician workforce planning 5–9 . There is less information addressing the physician perspective on the transition to retirement.…”

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confidence: 99%

Occupational Medicine Physicians Transition to Retirement

Stave,

Burton,

Heron

et al. 2024

J Occup Environ Med

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Objective To understand the needs and interests of occupational medicine physicians (OMPs) as they transition to retirement. Methods An electronic survey was distributed through member organizations in the US (ACOEM), UK (SOM/FOM), India (IAOH), South Africa (SASOM), and Medichem. Results 497 OMPs at various career stages responded, including 282 from the US, 97 from the UK, 36 from India, 30 from South Africa, and 52 from other countries. 278 work full-time, 160 part-time, and 58 are not doing paid work. ~60% serve as volunteers. 60% have a written financial plan. 35% are very comfortable with their retirement plans. After leaving full-time work, 85% plan to work part-time. There is a high level of interest in learning about opportunities for part-time work and volunteering. Conclusions OMPs are very interested in learning more about compensated and uncompensated work in retirement.

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Won't you stay just a little bit longer? A discrete choice experiment of UK doctors’ preferences for delaying retirement

Cited by 6 publications

References 60 publications

What might make nurses stay? A protocol for discrete choice experiments to understand NHS nurses’ preferences at early-career and late-career stages

What might make nurses stay? A protocol for discrete choice experiments to understand NHS nurses’ preferences at early-career and late-career stages

Stress among UK consultant urologists and factors influencing when they leave full-time NHS practice

Occupational Medicine Physicians Transition to Retirement

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