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- Title
JOB SATISFACTION OF RESPIRATORY THERAPIST IN PRIMARY CARE.
- Authors
Chartrand, Louise; Biesheuvel, Sandra
- Abstract
Background: Respiratory therapists (RRTs) have a unique set of skills to work in primary care settings and manage chronic cardiopulmonary diseases. Given the 82% increase in COPD diagnoses over the past decade, the fact that over 10% of Canadians aged 35 and older are living with COPD and the primary care reforms in both Ontario and Manitoba, we would expect to see many RRTs to be working in primary care settings as part of interprofessional health teams. However, the opposite is true. According to both colleges, only 2% in Ontario and 1% in Manitoba work in this setting. Using a pragmatic approach, we investigate why so few RTs work in primary care in the provinces of Ontario and Manitoba by examining recruitment and retention. Recruitment and retention are going to be address by using Mottaz (1985) model of job satisfaction. Following our analysis, we recommend possible ways of improving the recruitment and retention. Methods: Semi-structured interviews were conducted between 2018 and 2019 with 19 RRTs, who self-identified as working in a primary care setting in Ontario and Manitoba. Results: In Ontario, the setting where both intrinsic and extrinsic rewards was the most positively described was the hospital-based outpatient clinic, because they have all the advantages that comes with working in hospital setting work such as higher wage, vacation, etc. The workplace setting that had most dissatisfaction factors was the non-ros-tered clinics. This was mainly due to organizational rewards such as lower wage. In Manitoba, work dissatisfaction was mainly due to extrinsic rewards due to either the lack of social reward or lack of workforce. Conclusion: For both provinces, government should consider integrating RRTs in a pay for service model. In Ontario, managers should create and fund full-time positions for respiratory therapists in Primary Care settings. Furthermore, RRTs in primary care settings should be compensated similarly as their hospital counterpart. In Manitoba, government officials should increase enrolment in RRTs education programs because there is a demand but a clear lack of workforce. Finally, Manitoba, RRTs should value the diversity of the profession and its ability to work outside of the acute care setting.
- Subjects
CANADA; EMPLOYEE recruitment; CONFERENCES &; conventions; PRIMARY health care; JOB satisfaction; EMPLOYEE retention
- Publication
Canadian Journal of Respiratory Therapy, 2023, Vol 59, p133
- ISSN
1205-9838
- Publication type
Article