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Pharmacy Workforce Recruitment and Retention: an Australian Area Health Service Perspective
Author(s) -
Garrett Tim
Publication year - 2008
Publication title -
journal of pharmacy practice and research
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.222
H-Index - 22
eISSN - 2055-2335
pISSN - 1445-937X
DOI - 10.1002/j.2055-2335.2008.tb00834.x
Subject(s) - pharmacy , workforce , medicine , job satisfaction , job security , flexibility (engineering) , employee retention , influencer marketing , service (business) , nursing , work (physics) , medical education , marketing , psychology , business , management , relationship marketing , social psychology , mechanical engineering , engineering , economics , marketing management , economic growth
Aim To investigate factors influencing recruitment and retention of the pharmacy workforce within an Area Health Service. Method An online survey was used to collect data from pharmacy staff and responses were analysed with a focus on recruitment, retention and factors influencing job satisfaction. Results The response rate was 50%. The Area Health Service pharmacy service is comprised of full‐time (70%), permanent (93%) employees aged 25 to 34 years (38%) or over 45 years (39%). Location was found to be the primary motivator when applying for positions, followed by work hours, type of position and professional development opportunities. Most staff achieved their employment expectations (67%) and received regular supervision/support (72%). However, 31% indicated an intention to leave within 2 years. The main drivers of job satisfaction were relationship with peers, job security and staff support. In those intending to leave, there were significant differences for flexibility of work hours, support, communication, access to professional development and ability to influence decisions/success (p < 0.05). Conclusion An insight was gained into motivators for employment and influencers of work place satisfaction. Further research is needed to explore how these variables are influenced by recruitment and retention strategies and how they compare with other public sector settings.