Factors Influencing Attrition and Retention of An Allied Health Workforce

Objectives: : Like many countries across Asia Pacific, Australia is facing significant allied health workforce shortages. This study aims to examine factors influencing attrition and retention in an allied health workforce (Nutrition and Dietetics, Orthoptics, Orthotics, Occupational Therapy, Physiotherapy, Podiatry, Psychology, Speech Pathology, Spiritual Care and Social Work) in an Australian public health service. Methods: A mixed methods study was conducted at a metropolitan, quaternary public healthcare service in Melbourne, Australia. Quantitative and qualitative data was collected and analysed from two online surveys from allied health staff: 1) resigned and completed a voluntary exit survey (group 1); and 2) employed and consented to participate in a workforce survey (group 2). Results: Eighty-three respondents (group 1, response rate 27%) completed the resignation exit survey and 136 respondents (group 2, response rate 20%) completed the workforce survey. Reasons for resigning included dissatisfaction with the level of involvement in decision making (45%), systems and process (41%) and performance review processes (41%). Respondents currently employed described a positive job satisfaction attributed to enjoyable and interesting work (89%) and feeling valued by others in their profession (80%). Nearly a quarter (23%) were planning to leave their current position in the next six months. Intertwining themes identified job satisfaction, team environment, job flexibility, security and stability, the culture and reputation of the organisation could influence attrition and retention. Conclusions: The findings from this study adds to the limited but growing understanding of factors influencing attrition and retention of allied health professionals. An allied health professional’s experience of working in public health underpins their desire to stay or leave. Healthcare leaders and managers implementing targeted interventions that focus on improving job satisfaction with greater recognition, professional support, opportunities for career progression, meaningful workload allocation, optimisation of job security and work environments may improve allied health attrition and retention.