The retention of health human resources in primary healthcare centers in Lebanon

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dc.contributor.author Dimassi, Hani
dc.contributor.author Alameddine, Mohamad
dc.contributor.author Saleh, Shadi
dc.contributor.author El-Jardali, Fadi
dc.contributor.author Mourad, Yara.
dc.date.accessioned 2015-10-02T07:03:53Z
dc.date.available 2015-10-02T07:03:53Z
dc.date.copyright 2012
dc.date.issued 2015-10-02
dc.identifier.issn 1472-6963 en_US
dc.identifier.uri http://hdl.handle.net/10725/2239
dc.description.abstract Background Critical shortages of health human resources (HHR), associated with high turnover rates, have been a concern in many countries around the globe. Of particular interest is the effect of such a trend on the primary healthcare (PHC) sector; considered a cornerstone in any effective healthcare system. This study is a rare attempt to investigate PHC HHR work characteristics, level of burnout and likelihood to quit as well as the factors significantly associated with staff retention at PHC centers in Lebanon. Methods A cross-sectional design was utilized to survey all health providers at 81 PHC centers dispersed in all districts of Lebanon. The questionnaire consisted of four sections: socio-demographic/ professional background, organizational/institutional characteristics, likelihood to quit and level of professional burnout (using the Maslach-Burnout Inventory). A total of 755 providers completed the questionnaire (60.5% response rate). Bivariate analyses and multinomial logistic regression were used to determine factors associated with likelihood to quit. Results Two out of five respondents indicated likelihood to quit their jobs within the next 1–3 years and an additional 13.4% were not sure about quitting. The top three reasons behind likelihood to quit were poor salary (54.4%), better job opportunities outside the country (35.1%) and lack of professional development (33.7%). A U-shaped relationship was observed between age and likelihood to quit. Regression analysis revealed that high levels of burnout, lower level of education and low tenure were all associated with increased likelihood to quit. Conclusions The study findings reflect an unstable workforce and are not conducive to supporting an expanded role for PHC in the Lebanese healthcare system. While strategies aiming at improving staff retention would be important to develop and implement for all PHC HHR; targeted retention initiatives should focus on the young-new recruits and allied health professionals. Particular attention should be dedicated to enhancing providers’ role satisfaction and sense of job security. Such initiatives are of pivotal importance to stabilize the workforce and ensure its longevity. en_US
dc.language.iso en en_US
dc.title The retention of health human resources in primary healthcare centers in Lebanon en_US
dc.type Article en_US
dc.description.version Published en_US
dc.title.subtitle A national survey en_US
dc.author.school SOP en_US
dc.author.idnumber 200603781
dc.author.woa N/A en_US
dc.author.department Pharmacy en_US
dc.description.embargo N/A en_US
dc.relation.journal BMC health services research en_US
dc.journal.volume 12 en_US
dc.journal.issue 1 en_US
dc.article.pages 419 en_US
dc.keywords Retention en_US
dc.keywords Human resources en_US
dc.keywords Primary healthcare en_US
dc.keywords Professional burnout en_US
dc.keywords Lebanon en_US
dc.identifier.doi http://dx.doi.org/10.1186/1472-6963-12-41 en_US
dc.identifier.ctation Alameddine, M., Saleh, S., El-Jardali, F., Dimassi, H., & Mourad, Y. (2012). The retention of health human resources in primary healthcare centers in Lebanon: a national survey. BMC health services research, 12(1), 419. en_US
dc.author.email hani.dimassi@lau.edu.lb
dc.identifier.url http://bmchealthservres.biomedcentral.com/articles/10.1186/1472-6963-12-419

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