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)
Non-monetary interventions, workforce retention and hospital quality: evidence from the English NHS (with Giuseppe Moscelli, Jo Blanden, Marco Mello and Henrique Castro-Pires)* - submitted
Abstract: Excessive employee turnover can significantly impair organisational performance. Using high-quality linked administrative data and staggered difference-in-differences empirical strategies, we evaluate the effects of an intervention that improved the non-pecuniary aspects of nursing jobs in English public hospitals. The treatment decreased the hospital nurse turnover rate by 5.5% and the exits from the public hospital sector by 5.9%, with larger effects in organisations less complex and with higher-quality middle managers. These results are consistent with a theoretical model in which information is provided to managers of multi-unit organisations, who trade off coordinating decisions across units and adapting them to local conditions.
An earlier version of the working paper can be accessed 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) - submitted
Abstract Retention of skilled workers is crucial for the delivery of public services in high-stakes environments such as hospital care. We study how changes in relative contractual pay terms affect the retention of trainee doctors in the English NHS and the relationship between trainee doctors' attrition and hospital quality. Our setting is a nationwide reform that differentially reduced unsocial working hours pay rates. Using a longitudinal sample and a novel linkage of administrative datasets, our quasi difference-in-difference strategy leverages the pre-reform exposure of each trainee doctor to unsocial working hours and suggests 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. As a plausible mechanism, we show that the reform was detrimental to pay satisfaction and increased trainee doctors' intentions to change jobs outside healthcare. By exploiting the effect of the reform, we also document a positive association between trainee doctors' attrition and hospital mortality.
An earlier version of the working paper can be accessed here.
Problematizing Employee Networks: LGBT+ Networks under the Microscope (with Anna Einarsdóttir, Bridget Lockyer, Karen Mumford) - submitted Book chapter.
Job dissatisfaction in the English National Health Service: Gender, sexual identity, and ethnicity (with Karen Mumford, Edith Aguirre, Anna Einarsdøttir, Bridget Lockyer, Benjamin Smith) - submitted
Pay Gaps in the National Health Service: Observability and Disclosure (with Karen Mumford, Edith Aguirre , Anna Einarsdóttir , Bridget Lockyer, and Benjamin Smith), IZA DP No. 14482, June 2021
Do changes in management practices reduce hospital waiting times? Evidence from a workforce retention program (with Giuseppe Moscelli and Anthony Scott) - draft coming soon
The Impact of Ambulance Staff Absences on Emergency Health Care: Evidence from English Administrative Data (with Giuseppe Moscelli and Cheti Nicoletti) - draft coming soon
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 - draft available upon request
Are Partnered Women "Added Workers"? Evidence from Women's Labour Force Participation in the UK (*) - draft available upon request
[Dataset] Construction of the Couples' Monthly Labour Market Histories 1990-2009 from the BHPS - draft available upon request,
Breadwinning, Main earning and Subjective Well-being (with Agnese Vitali)