Aspects of work - life balance of Australian general practitioners: determinants and possible consequences

Abstract

The Australian general practitioner (GP) workforce, especially younger generation GPs and female GPs, increasingly prioritises work-life balance (WLB). Good WLB is associated with decreased interest of medical students in general practice as a speciality choice as well as good health and wellbeing, and decisions of GPs to retire early. Therefore, understanding the role played by different factors in achieving WLB is crucial to ensure a sufficient GP workforce necessary to meet the rising demands of health care. There is a dearth of empirical, quantitative, large, population-based studies assessing the level of WLB in the Australian GP population as well as contributing and consequent factors. Our study fills this identified gap in the current literature. This study aimed to investigate the extent, determinants and possible consequences of WLB of Australian GPs. Data for this study come from the baseline cohort of the Medicine in Australia: Balancing Employment and Life (MABEL) longitudinal, population-level survey. Questionnaires tailored specifically for GPs and GP registrars were sent to all clinically active GPs registered in the Australian Medical Publishing Co. (AMPCo) database (n=22137), with a choice of completing either a paper or online version. Data were collected between June and December 2008. STATA (10.0) was used for conducting weighted data analyses. Regression methods were applied for assessing the associations between dependent and independent variables. Of the 3906 GPs (17.6%) who responded, 53% reported that the balance between their personal and professional commitments was about right. Generation X GPs and females reported a better WLB than baby boomers and males respectively. However, those reporting good WLB also worked significantly fewer hours than those reporting poor WLB. GPs who reported good opportunities for leisure activities and perceived that they have good health also reported better WLB. Contrastingly, those reporting difficulty in taking time off when wanted, working unpredictable and longer hours reported poor WLB. Importantly, poor WLB was associated with increased intention to reduce total hours worked by GPs. Several factors relating to family and social circumstances were not significantly associated with WLB of GPs in this study. Only half of the GP workforce reported good WLB. Flexibility of work hours, opportunities for leisure activities and good health of GPs have the potential to enhance the WLB and hence promote greater GP participation in the workforce.

GPs’ and dentists’ experiences and expectations of interprofessional collaboration: findings from a qualitative study in Germany

“…Thus, it is uncertain whether a new perspective would have been added by a more gender-balanced sample. Second, the mean age for participants was above 50, implying that the perspectives of young professionals, which might differ from those of older professionals, were missing [32, 33]. These potential differences in perspectives could be explored by further research.…”

A Longitudinal Study of Pediatricians Early in Their Careers: PLACES

“…Several relevant survey topics and questions were identified and reviewed. 3,4,[22][23][24]32,36,[38][39][40][41][42][43][44][45][46][47][48][49][50][51][52][53] Helpful frameworks and survey items were drawn from several studies. For example, the Physician Worklife Survey includes a measure of physician satisfaction with 3 scales measuring job, career, and specialty satisfaction 54 and has been used and/ or adapted in various physician studies.…”

“…The main study survey (PLACES Annual Survey Year 1) was 12 pages in length, with an estimated duration of completion of 20 minutes. All questions were either adapted from other physician studies, 3,4,[22][23][24]32,36,[38][39][40][41][42][43][44][45][46][47][48][49][50][51][52][53][54]58 national surveys (eg, National Health Interview Survey, Panel Study of Income Dynamics), 38,44,48 and AAP surveys (Periodic Survey, Annual Survey of Graduating Residents) 3,4 or were new questions refined through the cognitive interview and pilot testing process.…”

How does the workload and work activities of procedural GPs compare to non‐procedural GPs?

“…5 Recently qualified GPs choosing rural practice are often interested in developing and maintaining procedural skills, 12 but they also increasingly seek a satisfactory work-life balance. 13 Heavier workloads associated with rural procedural practice may deter medical graduates from choosing procedural GP disciplines 14 and from choosing rural practice while existing procedurally-skilled GPs may be deterred from continuing procedural practice. 3 Conversely, policies and practices which support reasonable workloads for procedural GPs are likely to encourage recruitment and retention in rural practice and continuation of procedural activity.…”