title: [Turnover of Non-medical Staff in Outpatient Oncology Practices: Is Building Social Capital a Solution?].
abstract: OBJECTIVE
  While a lot is known about potential and actual turnover of non-medical hospital staff, only few data exist for the outpatient setting. In addition, little is known about actual instruments which leaders can use to influence staff turnover in physician practices. In the literature, the social capital of an organisation, which means the amount of trust, common values and reciprocal behaviour in the organisation, has been discussed as a possible field of action. In the present study, staff turnover as perceived by outpatient haematologists and oncologists is presented and analysed as to whether social capital is associated with that staff turnover. In conclusion, measures to increase the social capital of a practice are presented.
  
  
  METHODS
  The present study is based on data gathered in a questionnaire-based survey with members of the Professional Organisation of -Office-Based Haematologists and Oncologists (N=551). The social capital of the practice was captured from the haematologists and oncologists using an existing and validated scale. To analyse the impact of the practice's social capital on staff turnover, as perceived by the physicians, bivariate correlations and linear regression analyses were calculated.
  
  
  RESULTS
  In total, 152 haematologists and oncologists participated in the study which represents a response rate of 28%. In the regression analyses, social capital appears as a significant and strong predictor of staff turnover (beta=-0.34; p<0.001).
  
  
  CONCLUSIONS
  Building social capital within the practice may be an important contribution to reducing staff turnover although the underlying study design does not allow for drawing causal conclusions regarding this relationship. To create social capital in their practice, outpatient physicians may apply measures that facilitate social interaction among staff, foster trust and facilitate cooperation. Such measures may already be applied when hiring and training new staff, but also continuously when leading employees and when organising work tasks, e.g., by establishing regular team meetings.
authors.affiliation: IMVR - Institut für Medizinsoziologie, Versorgungsforschung und -Rehabilitationswissenschaft der Humanwissenschaftlichen Fakultät und der Medizinischen Fakultät der Universität zu Köln, Köln.
authors.forename: T D
authors.initials: TD
authors.lastname: Gloede
authors.affiliation: IMVR - Institut für Medizinsoziologie, Versorgungsforschung und -Rehabilitationswissenschaft der Humanwissenschaftlichen Fakultät und der Medizinischen Fakultät der Universität zu Köln, Köln.
authors.forename: N
authors.initials: N
authors.lastname: Ernstmann
authors.affiliation: Wissenschaftliches Institut der Niedergelassenen Hämatologen und -Onkologen (WINHO), Köln.
authors.forename: W
authors.initials: W
authors.lastname: Baumann
authors.affiliation: IMVR - Institut für Medizinsoziologie, Versorgungsforschung und -Rehabilitationswissenschaft der Humanwissenschaftlichen Fakultät und der Medizinischen Fakultät der Universität zu Köln, Köln.
authors.forename: S E
authors.initials: SE
authors.lastname: Groß
authors.affiliation: IMVR - Institut für Medizinsoziologie, Versorgungsforschung und -Rehabilitationswissenschaft der Humanwissenschaftlichen Fakultät und der Medizinischen Fakultät der Universität zu Köln, Köln.
authors.forename: L
authors.initials: L
authors.lastname: Ansmann
authors.affiliation: IMVR - Institut für Medizinsoziologie, Versorgungsforschung und -Rehabilitationswissenschaft der Humanwissenschaftlichen Fakultät und der Medizinischen Fakultät der Universität zu Köln, Köln.
authors.forename: A
authors.initials: A
authors.lastname: Nitzsche
authors.affiliation: Universität Witten/Herdecke, Fakultät für Gesundheit, Institut für -Integrative Medizin, Witten.
authors.forename: M
authors.initials: M
authors.lastname: Neumann
authors.affiliation: Institut für Psychologie, Pädagogische Hochschule Freiburg.
authors.forename: M
authors.initials: M
authors.lastname: Wirtz
authors.affiliation: Berufsverband der Niedergelassenen Hämatologen und Onkologen in Deutschland e. V., Köln.
authors.forename: S
authors.initials: S
authors.lastname: Schmitz
authors.affiliation: Seminar für Sozialpolitik, Universität zu Köln, Köln.
authors.forename: F
authors.initials: F
authors.lastname: Schulz-Nieswandt
authors.affiliation: IMVR - Institut für Medizinsoziologie, Versorgungsforschung und -Rehabilitationswissenschaft der Humanwissenschaftlichen Fakultät und der Medizinischen Fakultät der Universität zu Köln, Köln.
authors.forename: H
authors.initials: H
authors.lastname: Pfaff
mesh_terms: D016390:Allied Health Occupations / Q000706:statistics & numerical data; D000553:Ambulatory Care; D001291:Attitude of Health Personnel; D002173:Cancer Care Facilities; D005858:Germany; D006405:Hematology; D007588:Job Satisfaction; D000072103:Oncologists / Q000706:statistics & numerical data*; D010561:Personnel Staffing and Scheduling / Q000706:statistics & numerical data; D010563:Personnel Turnover / Q000706:statistics & numerical data*; D012944:Social Support; D012945:Social Values; D012959:Socioeconomic Factors; D011795:Surveys and Questionnaires; D000078329:Workforce; D016526:Workload / Q000706:statistics & numerical data