Factors associated with internal medicine physician job attitudes in the Veterans Health Administration

Abstract

BackgroundUS healthcare organizations increasingly use physician satisfaction and attitudes as a key performance indicator. Further, many health care organizations also have an academically oriented mission. Physician involvement in research and teaching may lead to more positive workplace attitudes, with subsequent decreases in turnover and beneficial impact on patient care. This article aimed to understand the influence of time spent on academic activities and perceived quality of care in relation to job attitudes among internal medicine physicians in the Veterans Health Administration (VHA).MethodsA cross-sectional survey was conducted with inpatient attending physicians from 36 Veterans Affairs Medical Centers. Participants were surveyed regarding demographics, practice settings, workplace staffing, perceived quality of care, and job attitudes. Job attitudes consisted of three measures: overall job satisfaction, intent to leave the organization, and burnout. Analysis used a two-level hierarchical model to account for the nesting of physicians within medical centers. The regression models included organizational-level characteristics: inpatient bed size, urban or rural location, hospital teaching affiliation, and performance-based compensation.ResultsA total of 373 physicians provided useable survey responses. The majority (72%) of respondents reported some level of teaching involvement. Almost half (46%) of the sample reported some level of research involvement. Degree of research involvement was a significant predictor of favorable ratings on physician job satisfaction and intent to leave. Teaching involvement did not have a significant impact on outcomes. Perceived quality of care was the strongest predictor of physician job satisfaction and intent to leave. Perceived levels of adequate physician staffing was a significant contributor to all three job attitude measures.ConclusionsExpanding opportunities for physician involvement with research may lead to more positive work experiences, which could potentially reduce turnover and improve system performance.Electronic supplementary materialThe online version of this article (10.1186/s12913-018-3015-z) contains supplementary material, which is available to authorized users.

National Burnout Trends Among Physicians Working in the Department of Veterans Affairs

“…Small and rural sites also tend to offer fewer opportunities for professional development and nonclinical pursuits, such as teaching and research, which may further contribute to burnout. [44][45][46] Physician burnout in small, rural sites is particularly concerning, given the challenges recruiting and retaining physicians in these areas. 47 The geographic location of VA sites based on US census region was not significantly associated with burnout cluster type, though there was an appearance of non-random distribution, with a tendency for low burnout sites to graphically be in the Northeast and high burnout sites in the South.…”

Dimensions of performance and related key performance indicators addressed in healthcare organisations: A literature review

“…It should represent the competences, the satisfaction and the mix staff 3 . We know that they have clear relationship to clinical quality, safety and provider supply 20 . This theme is present both in the Donabedian's view and the BSC or the KPIs sample.…”

“…3 We know that they have clear relationship to clinical quality, safety and provider supply. 20 This theme is present both in the Donabedian's view and the BSC or the KPIs sample. The staff orientation includes different KPIs such as the employee satisfaction rate, the absenteeism, the staff turnover, the employee training or the quantitative KPIs like the full-time equivalent of staff, employees or physician.…”

Retaining Providers with Women’s Health Expertise: Decreased Provider Loss Among VHA Women’s Health Faculty Development Program Attendees

“… 13 – 16 This finding is also consistent with data showing VHA providers who perceive themselves and the institution as providing high-quality care report higher job satisfaction and less intention to leave. 18 …”