We are v grateful to Labour Economics past & present Chief Editors (Arthur Van Soest & Marco Francesconi), the Labour Economics editorial board, our amazing reviewers & the awesome authors of the studies, for taking up the challenge & believing in this Special Issue #healthcare #workforce

A summary of the main findings of the 12 published papers is provided by the Guest Editors preface editorial piece, available at authors.elsevier.com/a/1lnmV3IvSG...
Please check it out!

The Special Issue consists of 12 new papers delving into healthcare workers' labour supply, labour demand, and the relationships with patient outcomes.

Si si, lo so che la prima è il biggest hurdle...
il problema è che essendo letteralmente sommerso dalla burocrazia inglese per dati amministrativi per grant attivo e altro, non aggiungo dolo con burocrazia italiana.

Però mi hanno detto che in futuro breve dovrebbero semplificare abilitazione...

Mi dispiace.

Infatti, questo è il motivo per cui io non l ho ancora tentato l' abilitazione.
Procedura lunga e outcome incerto, specialmente se vieni da fuori Italia.

Grazieeee!

Grazie di cuore, Fabio!

Results are important💡.
Main learnings🛒:
1. Organizations can attract skilled workers by improving their quality, not only their pay packages
2. Within healthcare, it is possible to use both organization quality and pay-for-performance salary to reduce clinical workers' vacancy rates

A simultaneous 25% reduction in hospital mortality rates and 25% increase in performance-based pay would translate into decreases in regional hospital doctor vacancies rates in the range from -2.32% to -10.99% (column 5).

Finally, we use our structural model estimates to simulate the effect of alternative policies on regional hospital vacancy rates.

Results very robust to many sensitivity checks, such as including other hospital characteristics such as teaching hospital status, number of private hospitals nearby, house prices.

Little role of residential amenities: for example, the importance of primary school quality for children is higher for younger doctors, then fades away; high-crime residential location also not a significant pull factor, although the sign is negative as expected.

The importance of performance-based pay stays quite constant, although slightly decreasing over time for male doctors and instead increasing over time for female doctors.

The importance of of organizational quality fades when doctors are approaching retirement, as we should expect, as their occupational risk becomes smaller at that point.
Higher quality (lower mortality) + important for surgeons, as role + exposed to patient mortality risk

A one SD increase in performance-based pay increase doctor' willingness-to-move to hospitals further by 5 additional kilometres.
A one SD decrease in risk-adjusted mortality increase doctor' willingness-to-move to hospitals further by 5.3 additional kilometres.

What do we find❓
Main findings 1:
Organization quality (proxied by hospital risk-adjusted mortality) is a factor as important as performance-based pay for the mobility of hospital doctors.

Our modelling explicitly accounts for the endogeneity of hospital quality through a control function approach, instrumenting hospital risk-adjusted mortality rates with those of hospitals located in the same NHS health region.

💡What do we do❓
We model the mobility choices of tenured NHS hospital doctors across hospital organizations according to a random utility choice framework based on hospital quality, pay-for-performance salary, local residential amenities and travel-to-work commuting distances.