Assistentenmotivation und -zufriedenheit in der Urologie

Abstract

To address the increasing shortage of qualified residents, which leads to further discontent and additional on-call rotations for the remaining physicians, an analysis of the current situation was performed. Stress in the daily working routine, not enough free time, too little pay, or too little compensatory time off for overtime as well as inadequate options for continuing education were reported to be the main elements of dissatisfaction. The economic pressure of day-to-day work continues to define the physician's role and places demands on the medical staff by burdening them with nonmedical and administrative tasks.The major causes mentioned were staff shortage and lack of support provided by supervisors and the administration. For this reason, human resource development should be considered a strategic and central goal. This requires a normative, cross-functional approach at all levels of management and inclusion of personnel departments in the strategic processes of the hospital. The most important aspects for resident satisfaction were the work environment, acceptable work-life balance and remuneration, compensation for overtime, and quality of available continuing education, which is often rated as being insufficient.Effective strategies to improve the motivation of residents comprise offering opportunities for structured continuing education, optimizing the everyday work processes, and involving employees in social networks. The establishment of feedback strategies, including recognition of residents' achievements, will help to ensure their loyalty and identification with their clinic. This can serve as a preventive measure to offset any potential willingness to change jobs.

Medical residency in Portugal: a cross-sectional study on the working conditions

“…Continuing education is valued by RDs, which is rather insufficient and of lower quality, as reported in this and other studies ( 20 ). There is a need to reduce individual costs with external training that burden RDs.…”

“…In Poland, RDs reported high overtime, physical and mental strain at work as reasons not to pursue surgical specialties, highlighting the need to adjust the mode of education so that conditions are attractive for RDs ( 18 ). German RDs reported accepting positions with overtime hours over the ideal part-time positions ( 19 ), as acceptable work-life balance and remuneration and compensation for overtime are essential to maintain their satisfaction with the work environment ( 20 ).…”

“…A German study reported that the main reason for decreased motivation within RDs were related to staff shortage and lack of support provided by supervisors and the administration ( 20 ), which are essential for training better healthcare professionals and avoiding their exodus from the public healthcare system into private practice.…”