Creating an attractive workplace for current and potential hospital employees

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The health service of EU member states facing numerous challenges. Hospitals have a catastrophic shortage of medical personnel; meanwhile, the demand for medical services caused by the SARS-CoV-2 virus is increasing. Hospitals’ pursuit of recruiting staff with a high level of professional education is more likely to be successful with potential candidates in a competitive talent market in institutions where a cultural organization, innovative treatment as a patient-centered approach is included in top priorities.
The survey was conducted in the pre-COVID time with the use of the proprietary questionnaire in a traditional way. 204 employees of the Prof. dr Stanisław Popowski Regional Specialized Children’s Hospital in Olsztyn were the respondents. The paper uses the r-Pearson correlation analysis. IBM®SPSS®Statistics, version 25.0.0.1, was used to develop the correlation results. After verification of the research hypotheses, it was shown that there is a statistically significant relationship between inappropriate activities of employer branding and reduced employee retention. It has been demonstrated that there is a discrepancy in the offered and actual working conditions. The discrepancies concerned the atmosphere at work (31.4%) and the inability to develop a career path (8.3%). 19.1% are willing to change jobs due to inadequate remuneration. For the respondents, factors important in choosing a workplace included remuneration, organizational culture, and the availability of the benefits package. One hypothesis was confirmed, another was partially confirmed.
The proposals presented in the paper could significantly contribute to shaping a good image of hospital employers and increasing employee satisfaction.

Acknowledgment
The study was conducted at the Prof. dr Stanisław Popowski Regional Specialized Children’s Hospital in Olsztyn.

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    • Figure 1. Population in 2014–2019
    • Figure 2. Doctors authorized to perform their profession by age
    • Figure 3. Diagram presenting the influence of internal employer branding on a member of the medical staff at a hospital
    • Figure 4. Medical staff by age
    • Figure 5. Factors important for medical staff members while choosing a workplace in %
    • Table 1. Persons authorized to practice the medical profession as of December 31, 2019
    • Table 2. Specialist doctors in 2010 and 2019 (per 10 thousand of the population)
    • Table 3. Analysis of answers to questions 2 and 3 of the survey
    • Table 4. Analysis of answers to questions 4 and 5 of the survey
    • Table 5. Analysis of answers to questions 5 and 10 of the survey
    • Table 6. Analysis of answers to questions 2 and 7 of the survey
    • Conceptualization
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    • Data curation
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    • Formal Analysis
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