Volume 21, Issue 6 (3-2023)
TB 2023, 21(6): 63-78 |
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Ethics code: IR.IAU.ARDABIL.REC.1401.114
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Norouzzadeh A. Designing and Validating a Model for Retaining Doctors and Specialists in Deprived Areas of the Country: A Mixed Approach. TB 2023; 21 (6) :63-78
URL: http://tbj.ssu.ac.ir/article-1-3449-en.html
URL: http://tbj.ssu.ac.ir/article-1-3449-en.html
Department of Management, Germi Branch, Islamic Azad University, Germi, Iran , Ahad.Norouzzadeh@iau.ac.ir
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Designing and Validating a Model for Retaining Doctors and Specialists in Deprived Areas of the Country: A Mixed Approach
Corresponding Author:Ahad Norouzzadeh(Ph.D.)1
1.Assistant Professor, Department of Management, Germi Branch, Islamic Azad University, Germi, Iran
Ahad.Norouzzadeh@iau.ac.ir 09352829876
Workplace Address: Ardabil province, Garmi city, Islamic Azad University, Garmi Branch, Zip code: 5653148691
Abstract
Introduction: One of the major challenges of the health system is the limited access of people in deprived areas to healthcare services. This is because the doctors and specialists do not stay there for long. This research also aims to design a model for retaining doctors and specialists in deprived areas of the country.
Methods: This research was exploratory in terms of purpose and descriptive in terms of type. It was a field study conducted in two qualitative and quantitative stages in 2022. In the first stage, 20 doctors and specialists from deprived areas in the northwest of the country were selected through purposive sampling using the chain-referral method (snowball sampling). In the second stage, 200 doctors working in universities of medical sciences in northwestern provinces were randomly selected. For analysis, content analysis method and Atlas-ti and Smart PLS were used.
Results:Based on the findings, the following contents were identified as the components and indicators of retaining doctors and specialists in deprived areas of the country; employment with 6 indicators, financial support with 3 indicators, social with 5 indicators, policy-making with 4 indicators, motivation with 7 indicators, professional and career improvement with 7 indicators, management and systematic factors with 5 indicators, and finally, mental and psychological factors with 3 indicators.
Conclusion: The "social" component with a path coefficient of 0.921 had the highest coefficient, and "management and systematic factors" component with a value of 0.722 had the lowest coefficient in the designed model.
Keywords: Durability, Doctors and Specialists, Deprived Areas, Motivation
References
1-Collins L, Murray B, McCracken K. Succession planning in William Jackson Food Group: An exemplar case study. Journal of Family Business Management. 2015; 5(1): 2-16.
2-Vali L, Kafian Tafti A, Sorasarafil A, Ataullahi, F. Factors affecting the density of general and specialist doctors in the cities of the country. Journal of healthcare management. 2014; 5(3): 7-14. [Persian]
3-Wibulpolprasert S, Pengpaibon P. Integrated strategies to tackle the inequitable distribution of doctors in Thailand: four decades of experience. Human resources for health. 2003; 1(1): 12.
4-Alimohammadi A, Mohammadi N, Hamidi N, Doroudi H. Factors affecting the retention of specialist physicians in less developed provinces and deprived areas. Payesh. 2021; 20(5): 571-580. [Persian]
5-Mollaei B, Moghri J, Ghavami V, Tabatabaee S. Factors related to the willingness of working physicians to stay in rural areas and their evaluation according to the recommendations of the World Health Organization: A case study. Journal of Health Administration. 2021; 23(4): 40-50. [Persian]
6-Ehsani Chimeh E, Ghadakchi A, Yazdi Feyzabadi V, Sadrossadat S, Mahi A, Mehrolhassani M, et al. investigating availability and distribution trend of human resources affiliated to the ministry of health and medical education in Iran from 2009 to 2015. Iran J Epidemiol. 2019; 14: 60-71. [Persian].
7-Verma P, Ford JA, Stuart A, Howe A, Everington S, Steel N. A systematic review of strategies to recruit and retain primary care doctors. BMC Health Serv Res. 2016; 16: 126.
8-Davari F, Sajadi S, Ehsani-Chimeh E, Alimohammadzade K. Incentive Policies for the Retention of Physicians and Nurses in Deprived Areas of the Islamic Republic of Iran. Health Information Management. 2020; 17(4): 159-66. [Persian]
9-Dehghan A, Kazemeini S K, Zare Mehrjardi M H, Samiyezargar A, Raghebian M. A Survey on the Satisfaction of Retaining Physicians in Underserved Areas of Yazd in the Implementation of Healthcare Reform. Journal of Medical Council of Iran. 2019; 36 (1) :48-51. [Persian]
10-Emami Razavi S H, Shali M, Mirzaei S, Nikbakht Nasrabadi A R, Khazaeipour Z. Challenges of Physicians Working Long in Deprived Areas in Iran. Payavard. 2021; 15(3): 224-34. [Persian]
11-Olyaeemanesh A, Manavi S, Aghajani M, Poraghasi L, Maher A, Shahrami A. Implementing the health system transformation plan with emphasis on supporting the survival of physicians in deprived areas: Results and Challenges. Hakim Health System Research Journal. 2017; 19(4): 228-37. [Persian]
Corresponding Author:Ahad Norouzzadeh(Ph.D.)1
1.Assistant Professor, Department of Management, Germi Branch, Islamic Azad University, Germi, Iran
Ahad.Norouzzadeh@iau.ac.ir 09352829876
Workplace Address: Ardabil province, Garmi city, Islamic Azad University, Garmi Branch, Zip code: 5653148691
Abstract
Introduction: One of the major challenges of the health system is the limited access of people in deprived areas to healthcare services. This is because the doctors and specialists do not stay there for long. This research also aims to design a model for retaining doctors and specialists in deprived areas of the country.
Methods: This research was exploratory in terms of purpose and descriptive in terms of type. It was a field study conducted in two qualitative and quantitative stages in 2022. In the first stage, 20 doctors and specialists from deprived areas in the northwest of the country were selected through purposive sampling using the chain-referral method (snowball sampling). In the second stage, 200 doctors working in universities of medical sciences in northwestern provinces were randomly selected. For analysis, content analysis method and Atlas-ti and Smart PLS were used.
Results:Based on the findings, the following contents were identified as the components and indicators of retaining doctors and specialists in deprived areas of the country; employment with 6 indicators, financial support with 3 indicators, social with 5 indicators, policy-making with 4 indicators, motivation with 7 indicators, professional and career improvement with 7 indicators, management and systematic factors with 5 indicators, and finally, mental and psychological factors with 3 indicators.
Conclusion: The "social" component with a path coefficient of 0.921 had the highest coefficient, and "management and systematic factors" component with a value of 0.722 had the lowest coefficient in the designed model.
Keywords: Durability, Doctors and Specialists, Deprived Areas, Motivation
References
1-Collins L, Murray B, McCracken K. Succession planning in William Jackson Food Group: An exemplar case study. Journal of Family Business Management. 2015; 5(1): 2-16.
2-Vali L, Kafian Tafti A, Sorasarafil A, Ataullahi, F. Factors affecting the density of general and specialist doctors in the cities of the country. Journal of healthcare management. 2014; 5(3): 7-14. [Persian]
3-Wibulpolprasert S, Pengpaibon P. Integrated strategies to tackle the inequitable distribution of doctors in Thailand: four decades of experience. Human resources for health. 2003; 1(1): 12.
4-Alimohammadi A, Mohammadi N, Hamidi N, Doroudi H. Factors affecting the retention of specialist physicians in less developed provinces and deprived areas. Payesh. 2021; 20(5): 571-580. [Persian]
5-Mollaei B, Moghri J, Ghavami V, Tabatabaee S. Factors related to the willingness of working physicians to stay in rural areas and their evaluation according to the recommendations of the World Health Organization: A case study. Journal of Health Administration. 2021; 23(4): 40-50. [Persian]
6-Ehsani Chimeh E, Ghadakchi A, Yazdi Feyzabadi V, Sadrossadat S, Mahi A, Mehrolhassani M, et al. investigating availability and distribution trend of human resources affiliated to the ministry of health and medical education in Iran from 2009 to 2015. Iran J Epidemiol. 2019; 14: 60-71. [Persian].
7-Verma P, Ford JA, Stuart A, Howe A, Everington S, Steel N. A systematic review of strategies to recruit and retain primary care doctors. BMC Health Serv Res. 2016; 16: 126.
8-Davari F, Sajadi S, Ehsani-Chimeh E, Alimohammadzade K. Incentive Policies for the Retention of Physicians and Nurses in Deprived Areas of the Islamic Republic of Iran. Health Information Management. 2020; 17(4): 159-66. [Persian]
9-Dehghan A, Kazemeini S K, Zare Mehrjardi M H, Samiyezargar A, Raghebian M. A Survey on the Satisfaction of Retaining Physicians in Underserved Areas of Yazd in the Implementation of Healthcare Reform. Journal of Medical Council of Iran. 2019; 36 (1) :48-51. [Persian]
10-Emami Razavi S H, Shali M, Mirzaei S, Nikbakht Nasrabadi A R, Khazaeipour Z. Challenges of Physicians Working Long in Deprived Areas in Iran. Payavard. 2021; 15(3): 224-34. [Persian]
11-Olyaeemanesh A, Manavi S, Aghajani M, Poraghasi L, Maher A, Shahrami A. Implementing the health system transformation plan with emphasis on supporting the survival of physicians in deprived areas: Results and Challenges. Hakim Health System Research Journal. 2017; 19(4): 228-37. [Persian]
Type of Study: Research |
Subject:
General
Received: 2022/09/18 | Accepted: 2022/10/29 | Published: 2023/03/15
Received: 2022/09/18 | Accepted: 2022/10/29 | Published: 2023/03/15
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