驱动留下或离开：探索动机，参与，并在医疗保健系统的药剂师更替意图

IF 1.8 Q3 PHARMACOLOGY & PHARMACY

Exploratory research in clinical and social pharmacy Pub Date : 2025-08-22 DOI:10.1016/j.rcsop.2025.100645

Muna Sabah Murad , Mohammad Waheedi , Fatima Jeragh Alhaddad , Maryam Yousef Baqer , Farah Atallah Alenezi

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引用次数: 0

摘要

药剂师的高流失率仍然是一个全球关注的问题，因为药剂师离职的意图可能导致财务负担增加和药学服务质量下降。了解导致这种离职倾向的心理和组织因素对于设计有效的留存策略至关重要。目的本研究旨在找出与药师离职意向相关的动机需求和工作投入变量。方法采用自填问卷对8所医院288名药师进行横断面调查。该调查评估了多维工作动机、工作投入（UWES-9）和离职意向。结构方程模型（SEM）用于分析构念与人口学变量之间的相互关系。结果工作投入与离职倾向呈负相关（β = - 0.49），激励与高离职倾向（β = 0.17）和低敬业度（β = - 0.10）直接相关。内在动机对工作投入有显著的正向影响（β = 0.81）。公立医院药师离职意向高于私立医院药师（β = - 0.19）。40岁以下药师和部分医院药师离职动机和离职意向较高。组织环境影响多种动机类型，其中内在动机、外在社会动机和识别动机在公共部门药剂师中更为普遍。结论工作投入和工作动机是影响药师离职意向的关键因素，组织背景和年龄是影响药师离职意向的重要调节因素。旨在促进内在动机和工作投入的战略，特别是对年轻药剂师来说，对于减少人员流动和在医疗保健系统内培养更稳定的药房劳动力至关重要。

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Driven to stay or leave: Exploring motivation, engagement, and turnover intentions among pharmacists in the healthcare system

Background

High pharmacist turnover remains a global concern, as pharmacists' intention to leave their jobs can lead to increased financial burdens and reduced quality of pharmaceutical care. Understanding the psychological and organizational factors that drive this intention to leave is essential for designing effective retention strategies.

Objectives

This study aimed to identify the variables related to motivational needs and work engagement which are associated with pharmacists' intention to leave.

Methods

A cross-sectional study was conducted using a self-administered questionnaire among 288 pharmacists in eight hospitals. The survey assessed multidimensional work motivation, job engagement (UWES-9), and turnover intention. Structural equation modeling (SEM) was used to analyze the interrelations between constructs and demographic variables.

Results

Work engagement was negatively associated with turnover intention (β = −0.49), Amotivation was directly associated with higher turnover intention (β = 0.17) and lower engagement (β = − 0.10). Intrinsic motivation had a statistically significant and positive effect on work engagement (β = 0.81). Pharmacists in public hospitals reported higher turnover intention than those in private hospitals (β = − 0.19). Pharmacists less than 40 years old and those in certain hospitals exhibited higher amotivation and intention to leave. Organizational setting influenced several motivational types, with intrinsic, extrinsic social motivation and identified motivation more prevalent among public sector pharmacists.

Conclusion

Work engagement and motivation were critical factors impacting pharmacists' turnover intention, with organizational context and age acting as important moderators. Strategies aimed at boosting intrinsic motivation and work engagement, particularly for younger pharmacists, are vital for decreasing turnover and fostering a more stable pharmacy workforce within healthcare systems.

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来源期刊

Exploratory research in clinical and social pharmacy Public Health and Health Policy

CiteScore

1.60

自引率

0.00%

发文量

审稿时长

103 days