Factors that affect job satisfaction and intention to leave of allied health professionals in a metropolitan hospital

2015 ◽  
Vol 39 (3) ◽  
pp. 290 ◽  
Author(s):  
Natalie A. Wilson
Keyword(s):  
Job Satisfaction ◽  
Health Professionals ◽  
Allied Health ◽  
Intention To Leave ◽  
Work Place ◽  
Health Staff ◽  
Study Group ◽  
Allied Health Professionals ◽  
Metropolitan Hospital ◽  
Satisfaction Factors

Objective The purpose of the present study was to determine the aspects of the allied health professional’s job that contribute most to job satisfaction and intention to leave in a metropolitan hospital. Method Data were collected via a questionnaire that was emailed to all clinical allied health staff at Campbelltown and Camden Hospitals in New South Wales, Australia. The participants then rated their level of satisfaction with various job aspects. Results A significant correlation was found between several job satisfaction factors and intention to leave in this study group, including quality of supervision, level of competency to do the job, recognition for doing the job, advancement opportunities, autonomy, feelings of worthwhile accomplishment, communication and support from the manager. Conclusion In relation to Herzberg’s job satisfaction theory, both intrinsic and extrinsic work factors have been shown to have a significant correlation with intention to leave in this study group. This information can assist workforce planners to implement strategies to improve retention levels of allied health professionals in the work place. What is known about the topic? Job satisfaction is a significant predictor of retention in the workplace for allied health professionals in rural and remote areas; however, limited research has reviewed predictors of job satisfaction of allied health professionals in metropolitan hospitals. What does this paper add? This paper provides evidence that job satisfaction factors are important predictors of intention to leave for allied health in metropolitan hospitals, and that both intrinsic and extrinsic job satisfaction factors have a significant correlation with intention to leave. What are the implications for practice? Those involved in workforce management of allied health professionals can implement strategies to improve job satisfaction and assist with retention of the allied health workforce.

scholarly journals Clinical supervision for allied health staff: necessary but not sufficient

2016 ◽  
Vol 40 (4) ◽  
pp. 431 ◽  
Author(s):  
Sandra G. Leggat ◽  
Bev Phillips ◽  
Philippa Pearce ◽  
Margaret Dawson ◽  
Debbie Schulz ◽  
...  
Keyword(s):  
Health Services ◽  
Performance Management ◽  
Clinical Supervision ◽  
Health Professionals ◽  
Allied Health ◽  
Clinical Governance ◽  
Health Staff ◽  
Allied Health Professionals ◽  
Australian Health ◽  
The Relationship

Objectives The aim of the present study was to explore the perspectives of allied health professionals on appropriate content for effective clinical supervision of staff. Methods A set of statements regarding clinical supervision was identified from the literature and confirmed through a Q-sort process. The final set was administered as an online survey to 437 allied health professionals working in two Australian health services. Results Of the 120 respondents, 82 had experienced six or more clinical supervision sessions and were included in the analysis. Respondents suggested that clinical supervision was beneficial to both staff and patients, and was distinct from line management performance monitoring and development. Curiously, some of the respondents did not agree that observation of the supervisee’s clinical practice was an aspect of clinical supervision. Conclusions Although clinical supervision is included as a pillar of clinical governance, current practice may not be effective in addressing clinical risk. Australian health services need clear organisational policies that outline the relationship between supervisor and supervisee, the role and responsibilities of managers, the involvement of patients and the types of situations to be communicated to the line managers. What is known about the topic? Clinical supervision for allied health professionals is an essential component of clinical governance and is aimed at ensuring safe and high-quality care. However, there is varied understanding of the relationship between clinical supervision and performance management. What does this paper add? This paper provides the perspectives of allied health professionals who are experienced as supervisors or who have experienced supervision. The findings suggest a clear role for clinical supervision that needs to be better recognised within organisational policy and procedure. What are the implications for practitioners? Supervisors and supervisees must remember their duty of care and ensure compliance with organisational policies in their clinical supervisory practices.

Perceptions of fairness in the psychological contracts of allied health professionals

2015 ◽  
Vol 7 (2) ◽  
pp. 106-116 ◽  
Author(s):  
Rebecca Flower ◽  
Defne Demir ◽  
John McWilliams ◽  
Dianne Johnson
Keyword(s):  
Job Satisfaction ◽  
Distributive Justice ◽  
Health Professionals ◽  
Psychological Contract ◽  
Allied Health ◽  
Psychological Contracts ◽  
Organisational Commitment ◽  
Allied Health Professionals ◽  
Content Type ◽  
Organisational Justice

Purpose – The purpose of this paper is to investigate the relationships between components of the psychological contract, organisational justice, and negative affectivity (NA), with key employee outcomes (i.e. organisational commitment, job satisfaction, depression, and psychological distress) among allied health professionals. Design/methodology/approach – In total, 134 (response rate of 46 per cent) Australian allied health professional completed a questionnaire. Findings – Multiple regressions revealed that higher NA was associated with lower organisational commitment, lower job satisfaction, and higher levels of depression. The psychological contract variable, breach, was associated with depression. Informational justice was associated with organisational commitment. Distributive justice was associated with job satisfaction. Research limitations/implications – This research is limited by its cross-sectional design and that the data were self-reported. The results obtained suggest the potential utility of collecting longitudinal data to replicate and extend the results. Practical implications – While NA may be beyond management control, it may be ameliorated by attention to improving communication of management decisions and by sensitivity to the elements implicit in psychological contracts. The negative consequences of contract breach may be offset by informational and distributive justice. Originality/value – This study is one of the first to examine multiple measures of the psychological contract in addition to organisational justice and NA. Further, this study adds to the literature for allied health professionals, where little is known about factors contributing to their turnover.

General Practitioners' Collaboration with Service Coordinators: What Makes it Work? Lessons from the SA HealthPlus Coordinated Care Trial

2002 ◽  
Vol 8 (1) ◽  
pp. 45 ◽  
Author(s):  
Catherine Hurley ◽  
Elizabeth Kalucy ◽  
Malcolm Battersby
Keyword(s):  
General Practitioners ◽  
Health Professionals ◽  
Allied Health ◽  
Health Staff ◽  
Coordinated Care ◽  
Allied Health Professionals ◽  
Practice Nurses ◽  
Service Coordinators ◽  
Service Coordinator

In the past, a number of factors have been identified that discourage collaboration between GPs and other health professionals in providing care to patients with chronic illness. These include financing arrangements, lack of time and lack of knowledge of the role of other professions. This paper uses data from the independent evaluation of the SA HealthPlus Coordinated Care Trial to examine the factors that encourage and inhibit collaboration between general practitioners (GPs) and Service Coordinators (a role introduced by the trial and carried out by nurses and allied health professionals). Both quantitative and qualitative methods were used to evaluate the role of the GP and the Service Coordinator in the trial. These data were analysed to determine what factors encouraged and inhibited collaboration. Results indicated that effective communications, knowledge of and respect for each other's roles and responsibilities, and a clearly perceived benefit from collaboration were the most important predictors of successful collaboration for both parties. These results also suggest strategies for increasing the likelihood of collaboration between GPs and others such as the location of the Service Coordinator in the practice and ways of dealing with GP workloads and communication needs. These findings are relevant to recent policy initiatives including the MBS Enhanced Primary Care item numbers, the employment of practice nurses, and allied health staff via Divisions of General Practice.

scholarly journals B-AB05-03 A SAME DAY DISCHARGE STRATEGY AFTER ATRIAL FIBRILLATION ABLATION THAT IS OVERSEEN BY ALLIED HEALTH PROFESSIONALS CAN BE INITIATED SAFELY AND EFFECTIVELY

Heart Rhythm ◽  
2021 ◽  
Vol 18 (8) ◽  
pp. S8
Author(s):  
Lauren Ashley Rousseau ◽  
Nicole M. Bourque ◽  
Tiffany Andrade ◽  
Megan E.B. Antonellis ◽  
Patrice Hoskins ◽  
...  
Keyword(s):  
Atrial Fibrillation ◽  
Health Professionals ◽  
Allied Health ◽  
Atrial Fibrillation Ablation ◽  
Allied Health Professionals ◽  
Same Day Discharge

scholarly journals Sustainable healthcare – Time for ‘Green Podiatry’

2021 ◽  
Vol 14 (1) ◽  
Author(s):  
Angela Margaret Evans
Keyword(s):  
Climate Change ◽  
Carbon Dioxide ◽  
Greenhouse Gases ◽  
Health Professionals ◽  
Carbon Dioxide Emissions ◽  
Allied Health ◽  
World Health ◽  
Main Body ◽  
Allied Health Professionals ◽  
Foot Health

Abstract Background Healthcare aims to promote good health and yet demonstrably contributes to climate change, which is purported to be ‘the biggest global health threat of the 21st century’. This is happening now, with healthcare as an industry representing 4.4% of global carbon dioxide emissions. Main body Climate change promotes health deficits from many angles; however, primarily it is the use of fossil fuels which increases atmospheric carbon dioxide (also nitrous oxide, and methane). These greenhouse gases prevent the earth from cooling, resulting in the higher temperatures and rising sea levels, which then cause ‘wild weather’ patterns, including floods, storms, and droughts. Particular vulnerability is afforded to those already health compromised (older people, pregnant women, children, wider health co-morbidities) as well as populations closer to equatorial zones, which encompasses many low-and-middle-income-countries. The paradox here, is that poorer nations by spending less on healthcare, have lower carbon emissions from health-related activity, and yet will suffer most from global warming effects, with scant resources to off-set the increasing health care needs. Global recognition has forged the Paris agreement, the United Nations sustainable developments goals, and the World Health Organisation climate change action plan. It is agreed that most healthcare impact comes from consumption of energy and resources, and the production of greenhouse gases into the environment. Many professional associations of medicine and allied health professionals are advocating for their members to lead on environmental sustainability; the Australian Podiatry Association is incorporating climate change into its strategic direction. Conclusion Podiatrists, as allied health professionals, have wide community engagement, and hence, can model positive environmental practices, which may be effective in changing wider community behaviours, as occurred last century when doctors stopped smoking. As foot health consumers, our patients are increasingly likely to expect more sustainable practices and products, including ‘green footwear’ options. Green Podiatry, as a part of sustainable healthcare, directs us to be responsible energy and product consumers, and reduce our workplace emissions.

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