A model for staff retention for radiographers employed at selected tertiary hospitals in the KwaZulu-Natal province, South Africa

Abstract

Background Radiography as a profession is evolving, with an increased demand for the retention of radiographers. The staffing crisis in radiography is not only a South African concern but also global a one, with public hospitals in the KwaZulu-Natal province being evidence to the shortage. This crisis is exacerbated by the challenge in retaining radiographers. Various factors have led to the turnover of radiographers from the public to the private sectors, as well as emigration to other countries. Therefore, there is a dire need to identify these factors and retain radiographers in KZN‟s public hospitals. Aim The aim of this study was to explore the factors that influence the retention of radiographers employed by tertiary hospitals in the KZN province in order to develop a model to improve staff retention. Method The explanatory sequential mixed methods design was used to conduct this study in two phases. Phase 1 was conducted in the form of questionnaires with closed-ended questions. These questionnaires were answered by the radiographers and managers employed in public tertiary hospitals in the KZN province. A total of 138 questionnaires were completed, returned and analysed. The findings from phase 1 were used to develop a semi-structured interview with open-ended questions. A total of 10 participants from the five selected hospitals were included to participate in the interviews. The results of the two phases were then integrated. The Statistical Package for the Social Sciences (SPSS version 22) and statistical analysis tests were used to analyse the quantitative data, whilst thematic analysis was used to identify themes from the qualitative data. The Herzberg‟s two-factor theory was used as a guide to the factors that influence the retention of staff. Findings The results from the two phases of data collection indicated that a lack of career pathing was the primary motivational factor affecting staff retention. There were also three hygiene factors that affected staff retention, namely the influence of working conditions on staff retention, government policies and inadequate remuneration. Factors that were identified as having a negative effect on staff retention were related to the increase in resignations and the factors that had a positive effect were related to a lesser intent to leave. The outcome of the study led to the development of a model for the staff retention of radiographers. Conclusion The factors that influenced resignation and the factors that were conductive to staff retention were explored. This led to the development of a model for staff retention.