ArticleJournal of public health management and practice : JPHMP
Turnover, COVID-19, and Reasons for Leaving and Staying Within Governmental Public Health.
Article in Journal of public health management and practice : JPHMP. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 11 papers.
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Who cites it
11 citing papers in PubMed, 32 citations in OpenAlex.
- Education and Training Needs of U.S. Tuberculosis Programs.Health promotion practice · 2026Article
- Job assessments and the anticipated retention of behavioral health clinicians working in U.S. Health Professional Shortage Areas.BMC health services research · 2025Article
- Reducing postoperative blood product usage and costs in cardiothoracic surgery: the implementation of a multispecialty perioperative care model incorporating a haemostasis checklist.BMJ open quality · 2025Article
- Expanding options to recruit, grow, and retain the public health workforce.Health affairs scholar · 2024Article
- Exploring the geospatial variations in the public health workforce: implications for diversifying the supply of potential workers in governmental settings.Health affairs scholar · 2024Article
- Areas of work-life that contribute to burnout among higher education health science faculty and perception of institutional support.International journal of qualitative studies on health and well-being · 2023Article
- Practice-Based Research From the Frontlines: Selected Strategies for Reducing Health Disparities and Accelerating Progress Toward Health Equity in the United States.Public health reports (Washington, D.C. : 1974)Article
- Remote Work Opportunities and Preferences Among Public Health Employees: Implications for Job Satisfaction, Burnout, and Retention.Journal of public health management and practice : JPHMPArticle
- The Price of Dedication: An Analysis of Wage Trajectories in State and Local Public Health From 2017 to 2024.Journal of public health management and practice : JPHMPArticle
- Composition of the Public Health Workforce: Distribution, Training, and Tenure.Journal of public health management and practice : JPHMPArticle
- Qualitative Insights From Governmental Public Health Employees About Experiences Serving During the COVID-19 Pandemic, PH WINS 2021.Journal of public health management and practice : JPHMPArticle
Corrections and comments
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Authors and funding
5 authors at 1 institution in 3 countries.
Funding
No grant is acknowledged in the PubMed record.
Abstract
BACKGROUND AND
objectivesPublic health workforce recruitment and retention continue to challenge public health agencies. This study aims to describe the trends in intention to leave and retire and analyze factors associated with intentions to leave and intentions to stay.
designUsing national-level data from the 2017 and 2021 Public Health Workforce Interests and Needs Surveys, bivariate analyses of intent to leave were conducted using a Rao-Scott adjusted chi-square and multivariate analysis using logistic regression models.
resultsIn 2021, 20% of employees planned to retire and 30% were considering leaving. In contrast, 23% of employees planned to retire and 28% considered leaving in 2017. The factors associated with intentions to leave included job dissatisfaction, with adjusted odds ratio (AOR) of 3.8 (95% CI, 3.52-4.22) for individuals who were very dissatisfied or dissatisfied. Odds of intending to leave were significantly high for employees with pay dissatisfaction (AOR = 1.83; 95% CI, 1.59-2.11), those younger than 36 years (AOR = 1.58; 95% CI, 1.44-1.73) or 65+ years of age (AOR = 2.80; 95% CI, 2.36-3.33), those with a graduate degree (AOR = 1.14; 95% CI, 1.03-1.26), those hired for COVID-19 response (AOR = 1.74; 95% CI, 1.49-2.03), and for the BIPOC (Black, Indigenous, and people of color) (vs White) staff (AOR = 1.07; 95% CI, 1.01-1.15). The leading reasons for employees' intention to stay included benefits such as retirement, job stability, flexibility (eg, flex hours/telework), and satisfaction with one's supervisor.
conclusionsGiven the cost of employee recruitment, training, and retention of competent employees, government public health agencies need to address factors such as job satisfaction, job skill development, and other predictors of employee retention and turnover. IMPLICATIONS: Public health agencies may consider activities for improving retention by prioritizing improvements in the work environment, job and pay satisfaction, and understanding the needs of subgroups of employees such as those in younger and older age groups, those with cultural differences, and those with skills that are highly sought-after by other industries.
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