Objective The purposes of this study were to: 1) determine the level of professional quality of life among physical therapists (PT) and physical therapist assistants (PTA) in Alabama and 2) to identify personal or professional factors that may contribute to compassion satisfaction (CS), burnout and secondary traumatic stress (STS). Methods This study utilized a cross-sectional design and mixed-methods survey methodology to calculate odds ratios for factors impacting professional quality of life. Respondents completed a survey that included the Professional Quality of Life (ProQOL) scale, an open-ended question regarding their experience with professional burnout, and personal and professional demographics. Results Of the 742 PTs and PTAs in Alabama that completed the survey, the majority experienced moderate-high levels of CS and moderate-low levels of burnout and STS. Regression analyses indicated clinicians working ≥40 hours per week in patient care had greater odds for low-moderate CS and moderate-high burnout and STS subscale scores. Clinicians in our sample licensed between 6–15 or > 30 years and those working in private outpatient settings had reduced odds of having moderate-high burnout while those working 16 or more years had significantly increased odds for high CS scores. Responses to the open-ended question indicated workload demands and documentation as the top factors contributing to clinician burnout, while the connections with patients and coworkers help minimize such feelings. Conclusions Individuals later in their career may develop protective factors to mitigate feelings of burnout as compared to those early in their career. Also, clinicians working 40 or more hours per week may be more vulnerable to experiencing low-moderate CS and moderate-high burnout. Thus, individual clinicians and employers must evaluate personal, occupational, and systemic factors that contribute to reduced professional quality of life to inform preventative strategies for mitigating burnout.

Background Physical therapists (PTs) are at increased risk for development of work-related upper limb disorders (WRULDs) due to the physically intensive, constant hands-on nature of the profession. The objectives of this systematic review were to examine the literature on WRULDs among PTs, specifically the (1) 1-year prevalence, (2) workplace risk factors, (3) consequences, and (4) coping strategies utilized to mitigate WRULDs. Methods A comprehensive search of the literature was performed using PubMed, CINHAL, EMBASE, and Google Scholar. The Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines were used for conducting this systematic review. Studies that reported the 1-year prevalence of WRULDs among PTs, workplace risk factors for WRULDs, consequences of WRULDs, and coping strategies utilized by PTs were included. Results Twelve studies met the inclusion criteria. The 1-year WRULDs prevalence rates varied widely, with thumb disorders having the highest prevalence (7.6-52.5%), followed by wrist and hand disorders (5-66.2%), shoulder disorders (3.2-45.2%), and elbow disorders (4-16%). Reported risk factors included treating a high volume of patients and frequent performance of manual therapy techniques. Consequences included interference with PTs’ personal and professional activities while coping strategies involved alterations to the work environment, techniques used, and workload. Conclusions WRULDs remain a persistent threat to the PT workforce, likely due to the hands-on, physically intensive nature of professional activities. An essential strategy to reduce WRULDs is to improve clinicians’ awareness of WRULDs, workplace risk factors, and subsequent consequences of WRULDs. Effective coping strategies are critical to preserve, protect, and prolong PTs’ use of the upper limbs.

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Introduction. e attrition of leaders in physical therapist (PT) education programs has been linked to job stress and satisfaction. Specifically, Program Director (PD) attrition has been associated with multiple extrinsic factors, such as perceived support, internal conflict, workload, and burnout. Institution type has also been linked to job satisfaction. However, there is limited evidence directly assessing PD job satisfaction and the impact of institutional characteristics on levels of satisfaction. us, we sought to determine the degree to which current PT PDs experience job satisfaction, what institution-related factors impact satisfaction, and the position PDs foresee themselves having in 3 years. Methods. All current PD at accredited PT education programs were invited to participate in the survey, of which 88 responded. Data were collected using an electronic survey composed of the Job Satisfaction Scale (JSS), demographics, and a question on PD intended job status in 3 years. Statistical analyses of the respondents looked for associations between Carnegie classification, institution type, and anticipated position with the 9 facets of the JSS. Results. Program directors were satisfied with their current roles, and most respondents intended to stay at their current institution, either in the same or different role.Program director working at public institutions felt less appreciation and reward from their institution. Respondents working at public and Research/Doctoral universities were less satisfied with the organizational communication, whereas respondents from Master's colleges and universities were more likely to not like their supervisors and less satisfied with their coworkers. Discussion and Conclusion. ese findings call attention to the impact that institution-related factors can have on aspects of PD job satisfaction. Results can be used inform strategies to improve educational leaders' work-life satisfaction and increase PD retention and underscore the importance of current and future leaders considering individual fit for the institution.