Urashokkien merkitys sote-alan työuriin kiinnittymisessä: Hankeraportti

Health and social services sector is undergoing constant change and facing labor shortages, making it essential to identify ways to enhance its ability to retain employees. Our study provides new insights into the connections between career shocks, an underexplored topic, and career commitment and employee well-being in this sector. Career shocks are unpredictable, difficult-to-control events that trigger a re-evaluation of one’s career path. We also offer insights into coping strategies and present a tripartite career discussion model for addressing career shocks. We utilize a wide range of quantitative and qualitative data and analytical methods. Our data consisted of: (1) longitudinal survey data collected over a one-year follow-up period from professionals of health and social services in different roles and organizations (initial survey n = 3415; follow-up survey n = 1073), (2) organization-specific survey data from employees of health and social services and rescue services in one wellbeing services county (n = 1036), and (3) combined interview and survey data from employees (n = 16) and supervisors (n = 16) who participated in an intervention study concerning the tripartite career discussion model. Career shocks were common, with over 60 percent of the survey respondents reporting at least one during their careers in health and social services. Career shocks were often triggered by changes at work, within organizations, or at the societal level. Career shocks were typically perceived as negative, and those shocks that were unpredictable, difficult to control, emotionally distressing, and recent were particularly detrimental to career commitment and employee well-being. At the individual level, coping varied depending on the source of the career shock, but living a calling at work buffered negative effects of the career shocks on employee well-being and job performance. At the organizational level, internal discussions and effective communication reduced the negative impact of career shocks on turnover intentions. The tripartite career discussion model (employee, supervisor, and coach facilitating dialogue) can be used to effectively address career shocks. Career shocks affect a large proportion of employees in the health and social services sector and pose risks to their career commitment and well-being. More attention should be paid to addressing career shocks when developing strategies to retain employees in this sector and support their career sustainability. Organizations can mitigate negative effects of career shocks through timely support, open communication, and active dialogue, especially during change. At societal level, involving employees in planning and implementing service system reforms could support their long-term commitment to the sector.