Intent to Leave Associated More Strongly with Workplace Belonging Than Leadership Behaviors of Supervisor in Women Health Care Professionals.

IF 3 3区 医学 Q1 MEDICINE, GENERAL & INTERNAL
Journal of women's health Pub Date : 2025-04-01 Epub Date: 2025-01-10 DOI:10.1089/jwh.2024.0870
Judith D Schaechter, Emily M Silver, Ross D Zafonte, Julie K Silver
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引用次数: 0

Abstract

Background: The attrition of health care professionals from institutions has historically been high, with reports of higher rates in women than men. High attrition jeopardizes the institution's financial stability, quality of patient care, and scholarly contributions to advancing health care. The disproportionate loss of women reduces the diversity of perspectives and skills needed to meet patient needs. Attrition risk has been demonstrated to relate to both the leadership behaviors of supervisors and the sense of belonging in the workplace. Toward informing health care institutions about strategies for curtailing high attrition, we sought to assess the relative strength of the association of attrition risk with leadership behaviors of supervisors versus workplace belonging. Methods: Attendees of a continuing education course on women's leadership skills in health care were surveyed about the intent to leave (ITL) their institution within 2 years, perceived leadership behaviors of their supervisor, and experiences of workplace belonging. Dimensions of workplace belonging were identified by factor analysis. The strength of association of ITL with supervisor's leadership behaviors and each workplace belonging dimension was analyzed in a multivariable ordinal logistic regression model. Results: Women comprised 94% of survey participants. In the regression analysis, lower ITL was associated strongly with more frequent experiences of institutional culture supporting workplace belonging, modestly with more favorable perceptions of supervisor's leadership behaviors, and not with frequency of experiences of interpersonal relationships supporting workplace belonging. Conclusions: An institutional culture that supports workplace belonging is particularly important for reducing attrition risk in health care professionals. For health care institutions seeking to improve retention of its professionals and women in particular, our findings point to investing in a culture of workplace belonging that involves a diverse workforce, an environment in which its professionals feel heard, supported, and empowered and are provided strong career advancement opportunities.

女性保健专业人员离职意向与工作场所归属感的关系大于主管领导行为的关系。
背景:卫生保健专业人员从机构的流失率历来很高,据报道,妇女的流失率高于男子。高流失率危及该机构的财务稳定性、患者护理质量以及对推进医疗保健的学术贡献。妇女的不成比例损失减少了满足患者需求所需的观点和技能的多样性。磨损风险已被证明与主管的领导行为和工作场所的归属感有关。为了让医疗机构了解减少高流失率的策略,我们试图评估流失率风险与主管领导行为和工作场所归属之间的相对强度。方法:对参加医疗保健领域女性领导技能继续教育课程的学员进行调查,包括2年内离职意向、主管领导行为感知、工作场所归属感体验等。通过因子分析确定工作场所归属感的维度。运用多变量有序logistic回归模型分析了员工敬业度与主管领导行为及各工作场所归属感维度的关联强度。结果:女性占调查参与者的94%。在回归分析中,较低的ITL与更频繁的支持工作场所归属的制度文化体验密切相关,与更有利的主管领导行为感知适度相关,而与支持工作场所归属的人际关系体验频率无关。结论:支持工作场所归属感的制度文化对于降低卫生保健专业人员的人员流失风险尤为重要。对于寻求提高专业人员(尤其是女性)留任率的医疗机构,我们的研究结果表明,应投资于一种工作场所归属感文化,这种文化涉及多元化的员工队伍,营造一种让专业人员感到被倾听、得到支持、被赋予权力,并为其提供强大职业发展机会的环境。
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来源期刊
Journal of women's health
Journal of women's health 医学-妇产科学
CiteScore
6.60
自引率
5.70%
发文量
197
审稿时长
2 months
期刊介绍: Journal of Women''s Health is the primary source of information for meeting the challenges of providing optimal health care for women throughout their lifespan. The Journal delivers cutting-edge advancements in diagnostic procedures, therapeutic protocols for the management of diseases, and innovative research in gender-based biology that impacts patient care and treatment. Journal of Women’s Health coverage includes: -Internal Medicine Endocrinology- Cardiology- Oncology- Obstetrics/Gynecology- Urogynecology- Psychiatry- Neurology- Nutrition- Sex-Based Biology- Complementary Medicine- Sports Medicine- Surgery- Medical Education- Public Policy.
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