Pay gaps in the National Health Service: Gender and sexuality (joint with Karen Mumford, Edith Aguirre , Anna Einarsdóttir , Bridget Lockyer, and Benjamin Smith) - accepted for publication in PLOS ONE.
Job dissatisfaction in the English National Health Service: Gender, sexual identity, and ethnicity (with Karen Mumford, Edith Aguirre, Anna Einarsdøttir, Bridget Lockyer, Benjamin Smith) - accepted for publication in Australian Journal of Labour Economics (AJLE)
Nurse and doctor turnover and patient outcomes in NHS acute trusts in England: retrospective longitudinal study. (2024) BMJ (joint with Giuseppe Moscelli, Marco Mello, Adrian Boyle) [Online Appendix] [Editorial]
In Media: BBC, The Daily Telegraph, The Independent, Daily Mail, The Mirror, MSN News, Nursing Times
Staff engagement, co‐workers' complementarity and employee retention: evidence from English NHS hospitals. (2024) Economica ( joint with Giuseppe Moscelli, Marco Mello and Alberto Vesperoni [Online Appendix]
In Media: The Guardian, Nursing Times, Nursingnotes, RCNi, Healthcare in Europe, Medical Xpress
Trends and determinants of clinical staff retention in the English NHS: a double retrospective cohort study (2024) BMJ Open (joint with Giuseppe Moscelli, Catia Nicodemo, Marco Mello)
Do I have to say I’m gay? Using a video booth for public visibility and impact. (2022) Qualitative Research. (joint with Anna Einarsdóttir, A., Karen Mumford, and Sudthasiri Siriviriyakul).
Understanding LGBT+ Employee Networks and How to Support Them. Final report for ESRC funded grant award ES/N019334/1. October 2020 (joint with Anna Einarsdóttir, A., Karen Mumford, Yvonne Birks, and Bridget Lockyer)
LGBT+ Employee Networks Within the NHS: Technical Report and Data Addendum. Supplementary report for ESRC funded grant award ES/N019334/1. October 2020, (joint with Anna Einarsdóttir, A., Karen Mumford, Yvonne Birks, Bridget Lockyer and Edith Aguirre)
The Concise National Health Service Human Resources and Equality Diversity Survey, 2018-2019. (2021) [Data Collection]. Colchester, Essex: UK Data Service. 10.5255/UKDA-SN-855320 (joint with Anna Einarsdóttir, A., Karen Mumford, Yvonne Birks, Bridget Lockyer and Edith Aguirre
Einarsdottir, A., Mumford, K., Birks, Y., Lockyer, B., Sayli, M. and Sudthasiri, S. (2021). LGBT+ Networks, 2017-2020. (2021) [Data Collection]. Colchester, Essex: UK Data Service. 10.5255/UKDA-SN-855322 (joint with Anna Einarsdóttir, A., Karen Mumford, Yvonne Birks, Bridget Lockyer and Sudthasiri Siriviriyakul)
[JOB MARKET PAPER] Unexpected Worker Absences as Labor Supply Shocks: Evidence from Ambulance Services (with Cheti Nicoletti and Giuseppe Moscelli) - submitted
Abstract: Leveraging comprehensive administrative data on hospitals and ambulance stations, we estimate the causal effect of staff shortages in ambulance stations on patient mortality in emergency departments (EDs). We exploit quasi-random variation in worker shortages caused by unexpected sickness absences across ambulance stations serving the same ED. We find a substantial and statistically significant effect: a one-standard-deviation increase in the sickness absence rate raises patient mortality within 24 hours of arrival at the ED by 0.78%. This result highlights the critical role of ambulance workers in emergency care quality and provides evidence on the damage caused by ambulance services' understaffing.
Non-monetary interventions and workforce retention: evidence from the English NHS (with Giuseppe Moscelli, Marco Mello, Jo Blanden and Henrique Castro-Pires)* - submitted
Abstract: Excessive employee turnover can significantly impair organizational performance. Using high-quality linked administrative data and staggered difference-in-differences empirical strategies, we evaluate the effects of an intervention that provided English hospital organizations with retention data benchmarked against regional peers and tailored managerial advice to improve non-pecuniary aspects of nursing jobs and increase worker retention. The intervention reduced hospital nurse turnover rate by 5.5% and exits from the public hospital sector by 5.9%, with larger effects in less complex organizations and those with higher-quality middle managers.
*An earlier version of the working paper is available here. [In Media: Press Release, UK Today News, Medical Xpress, News Medical Life-Sciences][Online posts: Will the NHS long-term workforce plan solve the current crisis? Economics Observatory & CentrePiece Autumn 2023]
Work pay, contractual changes and employee attrition: evidence from trainee doctors (with Marco Mello, Giuseppe Moscelli, Ioannis Laliotis, Irem Bozbay)
Abstract: We investigate how contractual changes in pay terms can affect the retention of public-sector workers by exploiting a nationwide reform that differentially reduced unsocial-hours pay for hospital trainee doctors in the English NHS. Using a longitudinal sample from a novel linkage of administrative datasets and a continuous difference-in-difference strategy, we find that the implementation of the new pay terms led to a 6.7\% increase in the annual number of trainee doctors leaving the English NHS. These findings align with a theoretical model which incorporates reference-dependent preferences for doctors.
An earlier version of the working paper is available here.
Problematizing Employee Networks: LGBT+ Networks under the Microscope (with Anna Einarsdóttir, Bridget Lockyer, Karen Mumford) - submitted Book chapter.
Do changes in management practices reduce hospital waiting times? Theory and evidence from a workforce retention programme (with Giuseppe Moscelli, Anthony Scott and Alberto Vesperoni) - draft coming soon
Abstract: Long before the pandemic, increasingly longer waiting times for hospital treatment in the English NHS have been a challenge, directly affecting patient outcomes, service efficiency, and overall healthcare quality. In this paper, we develop a theoretical model linking patients' waiting times for planned treatment to hospital nurses' retention and posit a virtuous loop between these two variables that can be triggered by higher managerial quality. We test these hypotheses by assessing the effects of a national workforce policy on waiting times, using a synthetic difference-in-differences analysis based on detailed patient records of planned care admissions to English NHS hospitals. Consistent with predictions, our results suggest that the policy improved nurses' retention and reduced average waiting times for planned knee replacement surgery, as well as shortening waiting times for all planned procedures. Our results highlight the potential benefits of workforce stability and managerial improvements on healthcare delivery.
Cost-of-living and hospital nurses’ and doctors’ retention (with Giuseppe Moscelli, Joe Marlow, Alessio Volpicella)
Partners Match, and then the Couple Decides: An Empirical Analysis of Couples' Labour Supply
Are Partnered Women "Added Workers"? Evidence from Women's Labour Force Participation in the UK
[Dataset] Construction of the Couples' Monthly Labour Market Histories 1990-2009 from the BHPS