Employee perceptions of workforce retention strategies in a health system

Belbin, Cheryl (2011) Employee perceptions of workforce retention strategies in a health system. [Thesis (PhD/Research)] (Unpublished)

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Abstract

Retaining a skilled workforce and decreasing unwanted employee turnover is an economic and service delivery necessity for organisations. Key to operational and service delivery excellence is high employee retention. Many studies have investigated the job satisfaction/turnover relationship with regards to employee retention. This study builds on these works to investigate employee retention from a different angle by examining employee perceptions of workforce retention strategies to determine if any aspects of the strategy have an influence on employee turnover intention. The test site for this study was Queensland Health. The 3000 nurses targeted were from 63 sites in 8 Health Service Districts within the organisation. Survey methodology was chosen as the most appropriate for the geographically spread sample. Three motivation theories were adapted and applied to workforce retention strategies to identify retention factors and these were included in a conceptual framework to test the relationships. The survey looked at awareness of, participation in, and perceived effectiveness of, 28 workforce retention strategies offered by Queensland Health and how these might influence an employee’s intention to turnover. The relationship between retention factors and turnover intention was also investigated, and demographic variables were included to determine if they affected the relationship between retention factors and turnover intention. The study’s findings confirmed that of the cohort of nurses surveyed, most were aware of, and had participated in, one or more of the workforce retention strategies listed. The major obstacle in the respondents’ awareness was their lack of knowledge of which workforce retention strategies were being offered, mostly due to lack of promotion. The ranking of the effectiveness of workforce retention strategies exposed a preference for those that provided a monetary advantage, and to a lesser degree, a professional development opportunity. The study also revealed that there was a positive relationship between retention factors and decreased turnover intention. Further to these findings, a number of themes emerged consistently and strongly regarding nurses’ perception of turnover intention. These included; lack of support, lack of leadership, high workload, shortage of staff, bullying and no recognition of the role. These results have important implications for practical improvements in Queensland Health. The findings have set a solid foundation for further investigations and expanded research opportunities, whilst shedding a little light on this complex relationship.


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Item Type: Thesis (PhD/Research)
Item Status: Live Archive
Additional Information: Doctor of Business Administration (Research) thesis.
Depositing User: ePrints Administrator
Faculty / Department / School: Historic - Faculty of Business and Law - School of Management and Marketing
Date Deposited: 01 Aug 2011 05:45
Last Modified: 03 Jul 2013 00:44
Uncontrolled Keywords: employee turnover; employee retention; strategies; perceptions; health system
Fields of Research (FOR2008): 11 Medical and Health Sciences > 1117 Public Health and Health Services > 111799 Public Health and Health Services not elsewhere classified
15 Commerce, Management, Tourism and Services > 1503 Business and Management > 150310 Organisation and Management Theory
URI: http://eprints.usq.edu.au/id/eprint/19444

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