PDF(Pubmed)
Abstract：
BACKGROUND: Community pharmacists face challenges in job retention due to compensation, work-life balance, and career growth concerns. With pharmacists\' evolving roles in healthcare, retaining them becomes crucial for maintaining quality service. Addressing their needs is vital for a skilled healthcare workforce. This study evaluates job retention among community pharmacists, considering various workforce management domains and demographic characteristics.
METHODS: A cross-sectional study was employed with a self-administered questionnaire among community pharmacists in Kuala Lumpur and Selangor, Malaysia. Spearman\'s correlations and ordinal logistic regression analysed job retention relationships with workforce domains and predicted the demographic characteristics.
RESULTS: A total of 414 participants attempted the survey, of which 311 completed the study. Strong correlations linked job retention with value, trust, and work-life balance. Female pharmacists had higher retention odds, while younger pharmacists had lower retention odds. Pharmacists with over 10 years of experience showed higher retention odds.
CONCLUSIONS: \'Value and trust\' and \'work-life balance\' were pivotal for the job retention of community pharmacists. Strategies boosting value, trust, and work-life balance was vital. Gender, age, and experience also predicted job retention.
CONCLUSIONS: Cultivating trust, valuing contributions, and providing a work-life balance can enhance job retention and commitment.
METHODS: A cross-sectional study was employed with a self-administered questionnaire among community pharmacists in Kuala Lumpur and Selangor, Malaysia. Spearman\'s correlations and ordinal logistic regression analysed job retention relationships with workforce domains and predicted the demographic characteristics.
RESULTS: A total of 414 participants attempted the survey, of which 311 completed the study. Strong correlations linked job retention with value, trust, and work-life balance. Female pharmacists had higher retention odds, while younger pharmacists had lower retention odds. Pharmacists with over 10 years of experience showed higher retention odds.
CONCLUSIONS: \'Value and trust\' and \'work-life balance\' were pivotal for the job retention of community pharmacists. Strategies boosting value, trust, and work-life balance was vital. Gender, age, and experience also predicted job retention.
CONCLUSIONS: Cultivating trust, valuing contributions, and providing a work-life balance can enhance job retention and commitment.
摘要：
背景：社区药剂师由于薪酬而在工作保留方面面临挑战，工作与生活的平衡,和职业成长问题。随着药剂师在医疗保健中角色的不断发展，保留它们对于保持优质服务至关重要。满足他们的需求对于熟练的医疗保健队伍至关重要。这项研究评估了社区药剂师的工作保留率，考虑到各种劳动力管理领域和人口特征。
方法：在吉隆坡和雪兰戈尔的社区药剂师中进行了一项横断面研究，并进行了自我问卷调查。马来西亚。Spearman的相关性和有序逻辑回归分析了工作保留与劳动力领域的关系，并预测了人口统计学特征。
结果：共有414名参与者尝试了这项调查，其中311人完成了这项研究。很强的相关性将工作保留与价值联系在一起，信任,工作与生活的平衡。女性药剂师的保留几率更高，而年轻的药剂师保留几率较低。具有超过10年经验的药剂师显示出更高的保留几率。
结论：“价值和信任”和“工作与生活平衡”对于社区药剂师的工作保留至关重要。提升价值的策略，信任,工作与生活的平衡至关重要。性别,年龄,和经验也预测了工作的保留。
结论：培养信任，评估贡献，提供工作与生活的平衡可以增强工作保留和承诺。
方法：在吉隆坡和雪兰戈尔的社区药剂师中进行了一项横断面研究，并进行了自我问卷调查。马来西亚。Spearman的相关性和有序逻辑回归分析了工作保留与劳动力领域的关系，并预测了人口统计学特征。
结果：共有414名参与者尝试了这项调查，其中311人完成了这项研究。很强的相关性将工作保留与价值联系在一起，信任,工作与生活的平衡。女性药剂师的保留几率更高，而年轻的药剂师保留几率较低。具有超过10年经验的药剂师显示出更高的保留几率。
结论：“价值和信任”和“工作与生活平衡”对于社区药剂师的工作保留至关重要。提升价值的策略，信任,工作与生活的平衡至关重要。性别,年龄,和经验也预测了工作的保留。
结论：培养信任，评估贡献，提供工作与生活的平衡可以增强工作保留和承诺。
