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A survival analysis approach to Determine factors associated with non-retention of newly hired health workers in Iran
  • Seyed Saeed Tabatabaee,
  • Ghavami vahid
Seyed Saeed Tabatabaee
Social Determinants of Health Research Center Mashhad University of Medical Sciences Mashhad Iran

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Ghavami vahid
Department of Epidemiology & Biostatistics School of Health Mashhad University of Medical Sciences Mashhad Iran
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Abstract: Background: One of the most important tasks of human resource management in the field of health is to maintain and preserve professional staff after employment. This study aims to determine the factors related to the non-retention of newly hired based on the survival analysis approach in Iran. Methods: This historical cohort analysis comprised 6811 employees who began working at Mashhad University of Medical Sciences between 2005 and 2020. To analyze the data, appropriate descriptive indices and Log-rank test and the Cox proportional-hazards model were used. Results: The likelihood of workplace change for a person within one year, two years, and five years of employment was 0.12, 0.16, and 0.27, respectively. The likelihood of workplace change throughout the study period was not statistically different between men and women (p = 0.573) and between personnel with healthcare occupations and non-healthcare occupations (p = 0.351). Employees whose current workplace was not the same as their birthplace had a significantly higher likelihood of workplace change (p <0.001). The risk of workplace change for a single person is 1.22 times higher than the married ones. Conclusion: The policy of “native-born selection” in employment tests, the priority of hiring married people over single ones, and/or requiring single candidates to pledge to stay in the organization of employment can lead to increased staff retention and reducing the costs of re-hiring including induction, on-the-job training, board and lodge, and other expenses related to living away from home and family