Cassandra Southam, Utah Valley University
Social and Behavioral Sciences
Recruitment and retention are two of the most salient issues in emergency medical services (EMS) today. The National Association of State and regional EMS leaders, has twice identified recruitment and retention as the most important issues facing rural EMS agencies across the nation. The purpose of this study was to predict how Utah EMS personnel reached a point of wanting to resign using a stress model; value of job, self and other harm, spouse satisfaction, formal support as independent predictor variables. This data was obtained from an IRB approved statewide survey of all EMS personnel during the Spring of 2010. Of the 7,000 current EMS employees, 668 completed the survey, resulting in a 9.5 percent response rate. Results. The linear regression model indicated that the model explained 28 percent of the overall variance. A brief explanation of the findings indicates that all the direct paths were significant at the .05 level. The more they harmed themselves and others, the more they wanted to resign (Beta coefficient of .31). The higher their levels of Past Call-related Stress, the more they wanted to resign (.21). The higher their levels of spouse satisfaction, the more they wanted to resign (.07). The more they found value in their job, the less they wanted to resign ( -.18), And finally, the more they valued formal support from the debriefing team, the less they wanted to resign (-.10). Administrators and agency leaders can use these indicators to intervene when an EMS employee reaches a difficult point from the stresses and hardships of the job. Education, training, and available support can be very useful in preventing trained, experienced, and valued EMS employees from leaving the field. Local EMS directors and policymakers may find the results and study methodology useful toward designing and evaluating programs.