Date of Conferral

2-17-2025

Degree

Doctor of Healthcare Administration (D.H.A.)

School

Management

Advisor

Miriam Ross

Abstract

The demand for laboratory testing has increased, requiring more medical laboratory technologists/scientists (MLTs/MLSs) in the United States. However, the supply of qualified MLS workers has decreased, which has caused a critical labor shortage. The purpose of this integrative review was to determine the best practices and strategies for improving the staffing and retention of clinical laboratory staff (CLS) given the growing demand for laboratory services. A search of empirical and nonempirical literature published between 2019 and 2024 yielded 1,935 articles, and exclusions resulted in 66 articles that addressed the problem. The additional examination resulted in 26 articles chosen for further analysis and use in this project. A thematic analysis of literature yielded five main themes: improve education programs, work environments, staff satisfaction, appreciation of the profession, and recruitment strategies. The 12 subthemes supported and further explained the main themes: MLS and CLS programs in health care organizations; creating new CLS programs; management training; communication; reducing stress, burnout, and turnover; increasing support and mentorship for new staff; improving salary levels; increasing appreciation of CLS staff; self-advocacy and promotion of the profession; standardization of professional title; incentives to move from MLT to MLS; and promoting the profession to high school students. Findings may inform solutions and best practices to alleviate the worsening labor problem and encourage positive social change by safely delivering quality patient care.

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