Using Public Health Workforce Surveillance Data to Prioritize Retention Efforts for Younger Staff
Autor: | Lara Lamprecht, Katie Sellers, Jonathon P. Leider, Brian C. Castrucci, Rivka Liss-Levinson |
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Rok vydání: | 2020 |
Předmět: |
medicine.medical_specialty
Local Government Descriptive statistics Epidemiology business.industry Public health media_common.quotation_subject Public Health Environmental and Occupational Health Job Satisfaction Latent class model Odds Promotion (rank) Aging in the American workforce Surveys and Questionnaires Workforce Health care medicine Humans Demographic economics Health Workforce Public Health Business media_common |
Zdroj: | American Journal of Preventive Medicine. 59:562-569 |
ISSN: | 0749-3797 |
Popis: | The public health enterprise has a people problem. An aging workforce coupled with a sustained, strong economy and healthcare sector has made the recruitment and retention of young, educated staff challenging. Approximately one third of public health staff aged 33 years and younger are considering leaving their organization in the next year. Their reasons for leaving, and considerations for staying, are not well characterized within public health.Data were drawn from the Public Health Workforce Interests and Needs Survey, a nationally representative survey of state and local governmental public health employees across the U.S. In 2017, a total of 43,701 staff responded. Descriptive statistics across age groups were examined, and reasons for leaving were characterized. A latent class model and an intent-to-leave logit model were fit in 2019.Pay and lack of opportunities for advancement were most frequently selected as reasons for considering leaving. Results of a logit model showed that being somewhat or very dissatisfied (versus somewhat or very satisfied) was associated with higher odds of intending to leave (AOR=4.4, p0.0001), as was pay dissatisfaction (AOR=2.0, p0.0001). Scoring higher than the agency median on a construct measuring perceived lack of organizational support (AOR=1.8, p0.0001) and on a scale measuring burnout (AOR=2.6, p0.0001) was also associated with higher odds of intending to leave.Many factors associated with an increased intent to leave are present among all age groups. However, support is needed for managers as they attempt to develop and implement solutions that seek to retain the younger workforce in particular. Creating paths for promotion, competitive pay practices, organizational support, and engagement are all critical for retention in this group. |
Databáze: | OpenAIRE |
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