EXPLORING MOTIVATING EXPERIENCES FOR RETENTION: A GENERIC QUALITATIVE INQUIRY INTO HEMODIALYISIS TECHNICIANS’ INTENT TO STAY

Abstract

Healthcare is undergoing substantial changes and is facing a severe shortage of staff, particularly within specialized areas of nursing such as nephrology. The global outbreak of COVID-19 has worsened this issue by straining nurse resources and affecting the future of the profession. These ongoing shortages of nurses and hemodialysis technicians are occurring because of conditions such as the aging work population, stressful work environments, and burnout. The goal of this generic qualitative investigation was to explore what factors serve as motivation for dialysis technicians to remain in their positions. The challenging requirements of the tasks of nephrology work, combined with the emotional demands of patient-provider relationships, contribute to burnout and high turnover rates. Insufficient staffing in the dialysis field has a negative impact on patient care. Retaining dialysis technicians is a critical concern that requires attention to improve staff retention and enhance the renal industry. To gather insights, semi-structured interviews were conducted with a group of 10 current or former experienced dialysis technicians. Using thematic analysis, the recorded and transcribed interviews were scrutinized, and four prominent themes emerged: (a) work engagement, (b) personal calling, (c) sense of purpose and enthusiasm, and (d) family and personal values. The study’s conceptual foundation was based on the principles of self-determination theory, and the participants’ motivation, self-efficacy, and self-discovery were investigated. The theoretical underpinnings of the study were centered on the concept of self-determination within the context of work encounters. The outcomes of the study were highlighted, and the findings emphasized the need for further research on the identified themes. These factors significantly influence the motivation of the dialysis technician to stay in that job. The study also explored the psychological well-being of these technicians. The findings included sustainability in their roles, as well as strategies for recruitment, development, and career growth to ensure a well-staffed and high-quality care environment for dialysis patients. Understanding these themes may empower healthcare organizations and human resources (HR) personnel to enhance experiences, improve staff retention, and cultivate a supportive and rewarding work environment for these crucial healthcare professionals, particularly in the renal and nephrology specialty.

Suggested Citation

Keywords: Dialysis Technician Retention - Healthcare Employee Motivation - Self-Determination Theory in the Workplace - Burnout and Turnover in Healthcare Workers - Psychological Safety in Healthcare Environments

Jones, J.L. (2023). Exploring motivating experiences for retention: A generic qualitative inquiry into hemodialysis technicians' intent to stay (Doctoral dissertation, Capella University).

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