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Addressing Voluntary Attrition Within Healthcare Technology Organizations.

Record Type:	Language materials, manuscript : Monograph/item
Title/Author:	Addressing Voluntary Attrition Within Healthcare Technology Organizations./
Author:	Rose Belcher, Stephanie.
Description:	1 online resource (160 pages)
Notes:	Source: Dissertations Abstracts International, Volume: 85-02, Section: B.
Contained By:	Dissertations Abstracts International85-02B.
Subject:	Health care management. -
Online resource:	click for full text (PQDT)
ISBN:	9798380041928

Addressing Voluntary Attrition Within Healthcare Technology Organizations.
Rose Belcher, Stephanie.

Addressing Voluntary Attrition Within Healthcare Technology Organizations. - 1 online resource (160 pages)

Source: Dissertations Abstracts International, Volume: 85-02, Section: B.

Thesis (D.B.A.)--Trevecca Nazarene University, 2023.

Includes bibliographical references

This qualitative case study examines the significant increase in voluntary attrition within the healthcare sector over the past 10 years, particularly the healthcare technology sub-sector, stressed by voluntary staff attrition across many job types. Minimal information exists about organizations' approaches to reducing voluntary staff attrition and the value of such efforts. Through a series of semi-structured interviews with human resources and operations leaders at participating healthcare technology organizations, data was gathered to understand perceptions related to root causes of voluntary staff attrition, management actions to reduce voluntary staff attrition, and the effectiveness and value of those actions. Additionally, company artifacts related to satisfaction, turnover, and attrition reduction programs were collected. The outcomes from the interview data and company artifacts identified numerous themes related to the root causes of voluntary attrition, attrition mitigation actions, and value. Compensation, growth and opportunity, and personal circumstances were the top drivers of attrition. The critical efforts to reduce attrition focused on compensation adjustments, career planning, role progression, and management development. The interview participants also noted that not all actions within those attrition mitigation efforts were of high value and effectiveness. The collected insights led to a new proposed conceptual framework emphasizing the importance of compensation and other external influences to create a more holistic view of the value exchange between the employee and employer.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2024

Mode of access: World Wide Web

ISBN: 9798380041928Subjects--Topical Terms:

1148454
Health care management.
Subjects--Index Terms:

Employee retentionIndex Terms--Genre/Form:

554714
Electronic books.

Addressing Voluntary Attrition Within Healthcare Technology Organizations.
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500 $a Source: Dissertations Abstracts International, Volume: 85-02, Section: B.
500 $a Advisor: Roberts, Jana.
502 $a Thesis (D.B.A.)--Trevecca Nazarene University, 2023.
504 $a Includes bibliographical references
520 $a This qualitative case study examines the significant increase in voluntary attrition within the healthcare sector over the past 10 years, particularly the healthcare technology sub-sector, stressed by voluntary staff attrition across many job types. Minimal information exists about organizations' approaches to reducing voluntary staff attrition and the value of such efforts. Through a series of semi-structured interviews with human resources and operations leaders at participating healthcare technology organizations, data was gathered to understand perceptions related to root causes of voluntary staff attrition, management actions to reduce voluntary staff attrition, and the effectiveness and value of those actions. Additionally, company artifacts related to satisfaction, turnover, and attrition reduction programs were collected. The outcomes from the interview data and company artifacts identified numerous themes related to the root causes of voluntary attrition, attrition mitigation actions, and value. Compensation, growth and opportunity, and personal circumstances were the top drivers of attrition. The critical efforts to reduce attrition focused on compensation adjustments, career planning, role progression, and management development. The interview participants also noted that not all actions within those attrition mitigation efforts were of high value and effectiveness. The collected insights led to a new proposed conceptual framework emphasizing the importance of compensation and other external influences to create a more holistic view of the value exchange between the employee and employer.
533 $a Electronic reproduction. $b Ann Arbor, Mich. : $c ProQuest, $d 2024
538 $a Mode of access: World Wide Web
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653 $a Employee retention
653 $a Employee turnover
653 $a Healthcare attrition
653 $a Technology attrition
653 $a Voluntary attrition
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710 2 $a Trevecca Nazarene University. $b Skinner School of Business and Technology. $3 1437748
773 0 $t Dissertations Abstracts International $g 85-02B.
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