PDF(Pubmed)
Abstract：
BACKGROUND: Chief Executive Officer\'s (CEO) are integral leaders of health care organisation. Over the last two decades in United States (US) hospitals, it has been noted that CEO turnover rates are increasing, and it was reported that the CEO turnover rates have augmented from 14% in 2008 to 18% in 2017 in the private sector. In Australia, it was discovered that during two years, 41 executives had 18 distinct positions. It has been highlighted that the increasing CEO turnover is a major issue for Australian and international health care organisations. Some of the negative consequences of CEO turnover include organisational instability, high financial costs, loss of human capital and adverse effects on staff morale and patient care.
OBJECTIVE: Our scoping review aimed to map and summarise the evidence associated with CEO turnovers in both health and non-health setting, and answer the following questions: 1. What are the reasons for CEO departure?, 2. What are the strategies to minimise CEO turnover?
RESULTS: A protocol explaining the objectives, inclusion criteria and methods for this scoping review were specified in advance and published. This scoping review included 17 studies (13 health and 4 non-health setting) published over a 31-year period that investigated and described the increasing CEO turnover rates. All 17 studies identified causes of CEO turnover along with certain studies identifying facilitators of CEO retention. We classified CEO\'s departure reasons into three major themes: organizational, performance, and personal. Organisational factors include CEO departures due to issues within the organisation, performance factors include issues with CEO\'s work and personal factors captures personal reasons for CEO\'s leaving their job.
CONCLUSIONS: CEOs are under immense pressure to deliver good results and drive growth while satisfying the interests of internal and external stakeholders. There are various reasons for CEO\'s departure however the most common factor identified is organisational.
OBJECTIVE: Our scoping review aimed to map and summarise the evidence associated with CEO turnovers in both health and non-health setting, and answer the following questions: 1. What are the reasons for CEO departure?, 2. What are the strategies to minimise CEO turnover?
RESULTS: A protocol explaining the objectives, inclusion criteria and methods for this scoping review were specified in advance and published. This scoping review included 17 studies (13 health and 4 non-health setting) published over a 31-year period that investigated and described the increasing CEO turnover rates. All 17 studies identified causes of CEO turnover along with certain studies identifying facilitators of CEO retention. We classified CEO\'s departure reasons into three major themes: organizational, performance, and personal. Organisational factors include CEO departures due to issues within the organisation, performance factors include issues with CEO\'s work and personal factors captures personal reasons for CEO\'s leaving their job.
CONCLUSIONS: CEOs are under immense pressure to deliver good results and drive growth while satisfying the interests of internal and external stakeholders. There are various reasons for CEO\'s departure however the most common factor identified is organisational.
摘要：
背景：首席执行官（CEO）是医疗保健组织不可或缺的领导者。在过去的二十年中，在美国（US）医院，有人指出，首席执行官的离职率正在增加，据报道，私营部门的首席执行官离职率从2008年的14%上升到2017年的18%。在澳大利亚,人们发现，在两年的时间里，41名高管有18个不同的职位。有人强调，首席执行官离职率的增加是澳大利亚和国际医疗保健组织的主要问题。首席执行官更替的一些负面影响包括组织不稳定，高昂的财务成本，人力资本的损失以及对员工士气和病人护理的不利影响。
目标：我们的范围审查旨在绘制和总结与健康和非健康环境中的CEO失误相关的证据，并回答以下问题:1.CEO离职的原因是什么？2.什么是最小化CEO更替的策略？
结果：解释目标的协议，本范围审查的纳入标准和方法已提前规定并公布.这项范围审查包括在31年期间发表的17项研究（13项健康和4项非健康环境），这些研究调查并描述了CEO离职率的增加。所有17项研究都确定了首席执行官离职的原因，以及某些研究确定了首席执行官留任的促进者。我们将CEO离职的原因分为三个主要主题：组织，性能，和个人。组织因素包括首席执行官因组织内部问题而离职，绩效因素包括首席执行官的工作问题和个人因素抓住首席执行官离职的个人原因。
结论：首席执行官们承受着巨大的压力，要在满足内部和外部利益相关者利益的同时，实现良好的业绩和推动增长。CEO离职有各种原因，但最常见的因素是组织。
目标：我们的范围审查旨在绘制和总结与健康和非健康环境中的CEO失误相关的证据，并回答以下问题:1.CEO离职的原因是什么？2.什么是最小化CEO更替的策略？
结果：解释目标的协议，本范围审查的纳入标准和方法已提前规定并公布.这项范围审查包括在31年期间发表的17项研究（13项健康和4项非健康环境），这些研究调查并描述了CEO离职率的增加。所有17项研究都确定了首席执行官离职的原因，以及某些研究确定了首席执行官留任的促进者。我们将CEO离职的原因分为三个主要主题：组织，性能，和个人。组织因素包括首席执行官因组织内部问题而离职，绩效因素包括首席执行官的工作问题和个人因素抓住首席执行官离职的个人原因。
结论：首席执行官们承受着巨大的压力，要在满足内部和外部利益相关者利益的同时，实现良好的业绩和推动增长。CEO离职有各种原因，但最常见的因素是组织。
