Received: 29.08.2024 Accepted: 27.09.2024 Published online: 30.12.2024
DOI: 10.26212/2227-1937.2025.62.52.024
УДК 614.2
OPTIMIZATION OF HUMAN RESOURCES IN GYNECOLOGY: FACTORS INFLUENCING THE TURNOVER OF YOUNG SPECIALISTS
A.R.Ryskulova1, ORCID: https://orcid.org/0000-0003-4768-4799
М. V. Laktionova1, ORCID: https://orcid.org/0000-0002-9435-8841
L. Serikkyzy1, ORCID: https://orcid.org/0000-0003-0531-7712
M.A. Baymuratova1, ORCID: https://orcid.org/0000-0003-0219-7874
Zh.A. Gabdykalyk1, ORCID: https://orcid.org/0009-0005-9300-9956
G.P. Ryskulov1,2, ORCID: https://orcid.org/0000-0002-2484-2224
B.I. Imasheva1, ORCID: https://orcid.org/0000-0003-2261-4428
1Kazakhstan’s Medical University «KSPH», Almaty, Kazakhstan
2National Scientific Center of Phthisiopulmonology of the Republic of Kazakhstan, Almaty, Kazakhstan
Resume:
Introduction: There is a shortage of medical personnel all over the world and this trend is only increasing every year. Trends
in leaving the medical profession in the modern world are caused by various factors, including the aging of the population,
emotional burnout, lack of support and equipment with innovative tackle, and an increase in workload that took place during
the coronavirus pandemic. All the above leads to difficulties in retaining medical personnel, respectively, to a decrease in the
quality of patient care and pronounced financial difficulties for medical institutions. It is no secret that all over the world, as
well as in Kazakhstan, steps are being taken to solve these problems, including ongoing changes in the education system and
the use of the latest digital technologies, telemedicine.
The purpose of the study: is to evaluate the factors influencing the desire to leave work among young gynecologists.
Materials and methods: A cross–sectional study was conducted, in which a telephone interview was conducted with 36
young gynecologists who completed their studies at the expense of a state grant from three to eight years ago. The group of
respondents is conditionally divided into those who no longer work in their specialty or are going to change their profession
or migrate (15 people – group 1) and those who continue to work in their specialty and will work soon (21 people – group 2).
Data processing was carried out using the data analysis package of the Microsoft® Office Excel 365 spreadsheet processor,
SPSS IBM Statistics version 26.0 for Windows.
Results: Dissatisfaction with the protection of the rights of medical workers increased the chance to leave the profession by
10 times (95% CI:2.1-48.5, p=0.003), stress increased the chance to leave by 5.5 times 95% CI: 1.3-23.7, p=0.018), difficulties
with purchasing preferential housing by 5.5 times (95% CI: 1.3-23.7), dissatisfaction with wages increased the chance of
leaving the profession by 5.3 times (95% CI:1.2-24.7). These same factors had statistically significant correlations with the
desire to leave the profession. The imperfection of the system of financing medical services, the difficulties of working with it
and unfair fines, according to respondents, influenced the reluctance to work in public medical institutions.
Conclusion: During the interviewing of young obstetrician-gynecologists, a rather unfavorable tendency towards the desire
to leave practical healthcare was revealed. Almost a third does not work or does not want to work in the practical healthcare
of the Republic of Kazakhstan, while more than half works in the private sector or prefers to go to the private sector. Factors
that can be considered when planning personnel policy in medicine for decision makers have been identified.
Keywords: Health Personnel, young doctors, Obstetricians, Gynecologists, Gynecology, Personnel Turnover
