How Do Allied Health Professionals Construe the Role of the Remote Workforce? New Insight into Their Recruitment and Retention.

Lindy McAllister,Angel M. Foster,Diann S. Eley,Narelle Campbell

doi:10.1371/journal.pone.0167256

Lindy McAllister, Angel M. Foster + Show 2 more

Open Access

https://doi.org/10.1371/journal.pone.0167256

Copy DOI

Journal: PloS one	Publication Date: Dec 1, 2016
Citations: 9	License type: CC BY 4.0

Affiliation: University of Sydney, University of Queensland

Abstract

PurposeAllied health workforce recruitment and retention in remote areas is a global problem. Using case studies from the Australian allied health workforce, this paper adds new information by combining personality trait information with a detailed understanding of how the cases construe the demands of remote work, which may be useful in addressing this problem.MethodsFour cases (two urban, two remote) are presented from a mixed methods study (n = 562), which used (1) the Temperament and Character Inventory to investigate personality traits of allied health professionals; and (2) repertory grid interviews to reveal quantitatively and qualitatively how the cases construed their Ideal work role compared with their Current and a Remote role. Cases also self-assessed their fit (‘suited’ or ‘not suited’) with remote.FindingsDifferences in the way cases construed their fit with remote work was related to prior experience. However all were satisfied with their work, perceiving their Current role as similar to their Ideal. All saw remote work as requiring generalist expertise and a reliance on relationships. Personality traits, especially Novelty Seeking and Harm Avoidance, fit with how allied health professionals perceived their role.ConclusionsThe combination of two distinct lines of investigation, illustrates what more can be revealed about allied health professional’s career choices by taking into account the fit or lack of fit between their personality tendencies, their construing of remote work and their life circumstances. Understanding the combined influence of perceptions and traits on an individual toward or away from remote work may enhance recruitment and retention internationally.

Highlights

Recruitment and retention of the health workforce, including allied health allied health professionals, to rural and remote areas is a global problem [1,2,3]
In Australia, similar to many parts of Canada and the United States of America (USA), remote regions are characterized by vast distances between large population centers, harsh geography and climate, small and dispersed populations, and populations that are more likely to be Indigenous
Health services in remote areas are usually primary care based with allied health services often provided from a regional center and travelling out to more remote communities

Summary

Introduction

Recruitment and retention of the health workforce, including allied health allied health professionals, to rural and remote areas is a global problem [1,2,3]. Reduced access to health services disadvantages rural and remote residents and results in poorer health outcomes compared with residents of urban areas [4,5]. Health services in remote areas are usually primary care based with allied health services often provided from a regional center and travelling out to more remote communities. Both internationally and within Australia, allied health professionals play a vital role in health care. Examples of core allied health professions include physiotherapy, occupational therapy, speech-language pathology, social work and dietetics.

Results

Discussion

Conclusion