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dc.contributor.authorHughes, Rogeren_US
dc.contributor.authorOdgers-Jewell, Kateen_US
dc.contributor.authorVivanti, Angelaen_US
dc.contributor.authorFerguson, Mareeen_US
dc.contributor.authorLeveritt, Michaelen_US
dc.contributor.editorLinda Tapsellen_US
dc.date.accessioned2017-04-24T11:31:48Z
dc.date.available2017-04-24T11:31:48Z
dc.date.issued2011en_US
dc.date.modified2012-02-10T01:54:36Z
dc.identifier.issn14466368en_US
dc.identifier.doi10.1111/j.1747-0080.2010.01493.xen_US
dc.identifier.urihttp://hdl.handle.net/10072/41638
dc.description.abstractAims: The aim of the present study was to investigate factors influencing the recruitment and retention of the clinical dietetics workforce in metropolitan practice, with a focus on Queensland Health. Methods: A qualitative study using semistructured telephone and face-to-face interviews among a purposively recruited sample of 28 Queensland clinical dietitians. The interviews explored factors affecting recruitment and retention, job satisfaction and possible strategies for the recruitment and retention of hospital-based dietitians within Queensland Health was conducted. Interviews were audio-recorded, transcribed verbatim and content analysed by two researchers (authors 1 & 2) before comparing, confirming, describing and interpreting themes identified. Results: All but two of the interviewees (26/28) were either existing (n = 16) or previous (n = 10) employees of Queensland Health. The demographic attributes of the sample reflected the broader Australian dietetic workforce. Factors effecting recruitment to current positions were the position itself, the closeness of the position to home and job security associated with Queensland Health positions. The most common factors assisting retention in Queensland Health were the team collegiality, opportunities, and the closeness to home of the workplace and professional development opportunities. The negatives of employment were high work demands or workload and bureaucratic frustrations within Queensland Health. Increasing remuneration rates, career pathways and increasing the flexibility of work hours were strategies considered as most important for Queensland Health to enhance clinician recruitment and retention. Conclusion: Factors effecting recruitment and retention of clinical dietitians are largely amenable to human resource and organisational management strategies that address these determinants of staff turnover.en_US
dc.description.peerreviewedYesen_US
dc.description.publicationstatusYesen_US
dc.languageEnglishen_US
dc.language.isoen_US
dc.publisherWiley-Blackwell Publishing Asiaen_US
dc.publisher.placeAustraliaen_US
dc.relation.ispartofstudentpublicationNen_US
dc.relation.ispartofpagefrom70en_US
dc.relation.ispartofpageto76en_US
dc.relation.ispartofissue1en_US
dc.relation.ispartofjournalNutrition & Dieteticsen_US
dc.relation.ispartofvolume68en_US
dc.rights.retentionYen_US
dc.subject.fieldofresearchNutrition and Dietetics not elsewhere classifieden_US
dc.subject.fieldofresearchcode111199en_US
dc.titleA study of clinical dietetic workforce recruitment and retention in Queenslanden_US
dc.typeJournal articleen_US
dc.type.descriptionC1 - Peer Reviewed (HERDC)en_US
dc.type.codeC - Journal Articlesen_US
gro.date.issued2011
gro.hasfulltextNo Full Text


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