Why are pharmacy technicians leaving? Factors contributing to turnover intention and strategies for retention.

Abstract

Background: Pharmacy technicians play a crucial role in the healthcare system to enable pharmacists to focus on clinical services. However, a lack of recognition for their role and contribution leads to high turnover rates.

Objective: To identify the reasons behind pharmacy technicians leaving, or intending to leave, pharmacy practice.

Methods: This study used a mixed methods approach, incorporating an online survey (n = 11,762; response n = 603, 5.2 % response rate) and semi-structured interviews (n = 19) with pharmacy technicians in England. The survey was designed based on instruments used previously to explore pharmacy professionals' career commitment, organisational commitment, job satisfaction, job stress and intention to leave. Open-ended survey texts (n = 24,410 words) were analysed using Leximancer, a text-mining software application. The interviews offered qualitative insights into the views and experiences of pharmacy technicians and the factors that contribute to their intention to leave practice.

Results: Career advancement opportunities for pharmacy technicians are limited, especially when compared to pharmacists in leadership positions. Organisational commitment has an impact on individual career commitment. We found significant associations between the sector pharmacy technicians work in and their intention to remain working with their current employer for two or more years, with those in general practice were most likely to remain working at their current place of employment for at least two years (N = 85,91 %) and those in community pharmacies were least likely (N = 87,71 %). Respondents were most likely to be satisfied with freedom to choose working methods (72 %) and least likely to be satisfied with the opportunity for promotion/career advancement (38 %).

Conclusion: The phenomenon of 'occupational regret', where negative emotions prompt employees to leave their chosen career, must be acknowledged and addressed to ensure retention. Ensuring clear role definitions, equitable remuneration, and career progression opportunities for pharmacy technicians is vital for their retention and, ultimately, the quality of patient care.