Impact of the workforce distribution on the viability of the osteopathic profession in Australia: results from a national survey of registered osteopaths
Tóm tắt
Workforce distribution has an important influence on the quality of healthcare delivered in a region, primarily because it impacts access to health services in the community and overall health equity in the population. Distribution of osteopaths in Australia does not appear to follow the Australian population with the majority of osteopaths located in Victoria. The implications of this imbalance on the osteopathic workforce have not yet been explored. A secondary analysis of data from a survey of 1531 members of Osteopathy Australia in 2013. The analysis focused on the practice and occupational characteristics associated with practice locality. The survey was completed by a representative sample of 432 osteopaths. Respondents practicing outside Victoria were more likely to report higher income across all income brackets, and were less likely to report a preference for more patients. The Australian osteopathic profession should examine the issue of imbalanced workforce distribution as a priority. The results of this study are worth considering for all stakeholders as part of a coordinated approach to ensure the ongoing health of the Australian osteopathic workforce.
Tài liệu tham khảo
Dussault G, Franceschini MC. Not enough there, too many here: understanding geographical imbalances in the distribution of the health workforce. Hum Resour Health. 2006;4(1):1–16.
Lincoln M, Gallego G, Dew A, Bulkeley K, Veitch C, Bundy A, Brentnall J, Chedid RJ, Griffiths S. Recruitment and retention of allied health professionals in the disability sector in rural and remote new South Wales, Australia. J Intellect Develop Disabil. 2014;39(1):86–97.
Keane S, Lincoln M, Rolfe M, Smith T. Retention of the rural allied health workforce in new South Wales: a comparison of public and private practitioners. BMC Health Serv Res. 2013;13(1):1–9.
Pros and cons of business growth. [https://www.business.qld.gov.au/business/business-improvement/ways-grow-business/growing-quickly]. Accessed 9 June 2018.
Humphrey J, Wakerman J, Kuipers P, Wells B, Russell D, Sieglof S, Homer K. Improving Workforce Retention: Developing An Integrated Logic Model To Maximise Sustainability Of Small Rural & Remote Health Care Services. In. Canberra: Australian National University; 2009.
Osteopathic Medicine and Osteopathy [https://oialliance.org/about-us/osteopathic-medicine-and-osteopathy/]. Accessed 9 June 2018.
Approved Programs of Study [http://www.ahpra.gov.au/Education/Approved-Programs-of-Study.aspx?ns=1]. Accessed 9 June 2018.
Chronic Disease Management - Individual Allied Health Services under Medicare - Provider Information [http://www.health.gov.au/internet/main/publishing.nsf/content/health-medicare-health_pro-gp-pdf-allied-cnt.htm]. Accessed 9 June 2018.
Factsheet HSV14 - Osteopathic Services. [https://www.dva.gov.au/factsheet-hsv14-osteopathic-services]. Accessed 9 June 2018.
Wardle J, Sibbritt D, Adams J. Referrals to chiropractors and osteopaths: a survey of general practitioners in rural and regional new South Wales, Australia. Chiropractic and Manual Therapies. 2013;21:5.
Osteopathy registrant data; 2015. [http://www.osteopathyboard.gov.au/documents/default.aspx?record=WD15%2f19073&dbid=AP&chksum=5UwV5PplZ1ZKvq930hHc2A%3d%3d]. Accessed 9 June 2018.
Accreditation. [http://www.osteopathiccouncil.org.au/accreditation.html]. Accessed 9 June 2018.
Osteopathy Board of Australia. Registration Data Table - December 2013. Victoria: Osteopathy Board of Australia; 2013.
Keane S, Lincoln M, Smith TN. Retention of allied health professionals in rural new South Wales: a thematic analysis of focus group discussions. BMC Health Serv Res. 2012;12(1):175.
Buykx P, Humphreys J, Wakerman J, Pashen D. Systematic review of effective retention incentives for health workers in rural and remote areas: towards evidence-based policy. Aust J Rural Health. 2010;18(3):102–9.
Hairr DC, Salisbury H, Johannsson M, Redfern-Vance N. Nurse staffing and the relationship to job satisfaction and retention. Nurs Econ. 2014;32(3):142.
Jackson DJ. Organizational factors that contribute to nurse retention: Capella University; 2016. https://search.proquest.com/openview/245c27b9ccc69282528cfa23788b18c1/1?pq-origsite=gscholar&cbl=18750&diss=y.
Adriaenssens J, De Gucht V, Maes S. Determinants and prevalence of burnout in emergency nurses: a systematic review of 25 years of research. Int J Nurs Stud. 2015;52(2):649–61.
Wardle J, Lui C-W, Adams J. Complementary and alternative medicine in rural communities: current research and future directions. J Rural Health. 2012;28(1):101–12.
Approved Programs of Study.
Smith JD, White C, Roufeil L, Veitch C, Pont L, Patel B, Battye K, Luetsch K, Mitchell C. A national study into the rural and remote pharmacist workforce. Rural Remote Health. 2013;13(2):2214.
Strasser R, Neusy A-J. Context counts: training health workers in and for rural and remote areas. Bull World Health Organ. 2010;88(10):777–82.
O'Neill A. Enemies within and without. Melbourne: Latrobe: University Press; 1994.
Statistics. [http://www.chiropracticboard.gov.au/About-the-Board/Statistics.aspx]. Accessed 9 June 2018.
