Association Between Organizational Culture and Emergency Medical Service Clinician Turnover

Jacob C. Kamholz (), Christopher B. Gage, Shea L. van den Bergh, Lakeshia T. Logan, Jonathan R. Powell and Ashish R. Panchal
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Jacob C. Kamholz: National Registry of Emergency Medical Technicians, Columbus, OH 43229, USA
Christopher B. Gage: National Registry of Emergency Medical Technicians, Columbus, OH 43229, USA
Shea L. van den Bergh: National Registry of Emergency Medical Technicians, Columbus, OH 43229, USA
Lakeshia T. Logan: National Registry of Emergency Medical Technicians, Columbus, OH 43229, USA
Jonathan R. Powell: National Registry of Emergency Medical Technicians, Columbus, OH 43229, USA
Ashish R. Panchal: National Registry of Emergency Medical Technicians, Columbus, OH 43229, USA

IJERPH, 2025, vol. 22, issue 5, 1-12

Abstract: The organizational culture significantly impacts employee behavior, satisfaction, and retention. Historically associated with hierarchical, fire-service-based structures, EMS cultures vary considerably, and their influence remains unclear. We aimed to identify organizational cultures within EMS agencies and examine their association with clinicians’ intent to leave within 12 months. We performed a cross-sectional survey of nationally certified civilian EMS clinicians aged 18–85 in the United States who recertified with the National Registry of Emergency Medical Technicians between October 2022 and April 2023. Respondents completed the validated Organizational Culture Assessment Instrument (OCAI), categorizing organizational cultures into adhocracy, clan, hierarchy, market, or mixed. Multivariable logistic regression evaluated the organizational culture and clinicians’ intention to leave, adjusting for personal demographics, workplace characteristics, and job satisfaction. In total, 30,762 survey respondents were included. Mixed and hierarchy cultures predominated, followed by clan, market, and adhocracy. Clinicians in adhocracy and hierarchy cultures had significantly higher adjusted odds of intending to leave EMS compared to clan and mixed. The organizational culture in EMS significantly influences clinicians’ intentions to leave. Adhocracy, hierarchy, and market cultures are associated with an increased likelihood of turnover, but clan-oriented environments do not increase risks. These findings suggest that optimizing EMS agency cultures towards collaboration and supportive environments may enhance clinician retention.

Keywords: attrition; clinician retention; emergency medical services (EMS); healthcare workforce; job satisfaction; organizational behavior; organizational culture; prehospital care; turnover (search for similar items in EconPapers)
JEL-codes: I I1 I3 Q Q5 (search for similar items in EconPapers)
Date: 2025
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