Factors contributing to the retention of clinical laboratory personnel

To identify factors contributing to retention of clinical laboratory practitioners.

A paper survey addressing retention was distributed to a potential of 4000 clinical laboratory professionals.

The survey was distributed to subjects by their laboratory manager to be completed at the worksite or home.

599 usable surveys were received from non-supervisory individuals employed in clinical laboratory science (CLS) for five years or more.

Surveys were mailed to laboratory managers in March 2003 with directions to distribute to practitioners with five or more years of work experience.

Percentages of respondents agreeing and disagreeing with Lickert-type opinion items were determined. The means, ranges, and standard deviations were calculated for the number of hours of continuing education, years of experience, percentage of time spent on tasks, and years in the current job. The means for job satisfaction were calculated and compared statistically based on respondents' job function, satisfaction with salary, job independence, sense of appreciation, and responsibility for continuing education. Open-ended responses were tabulated and categorized.

Committed practitioners believe their work is important and find it challenging. Those who are most satisfied with their jobs believe they make a good salary (p = 0.000), have work independence (p = 0.000), and feel that their work is appreciated (p = 0.000). Job satisfaction does not differ for CLTs vs. CLSs. Salaries comparable to nurses and appreciation from physicians, nurses, and hospital administrators are cited by respondents as the most important factors to retaining laboratory staff.

Committed practitioners believe that salaries comparable to nurses are needed to improve retention of staff. Respondents said that being appreciated by hospital administrators, nurses, and physicians would also contribute to improved retention.