Job satisfaction of occupational physicians in commercial and other delivery settings: A comparative and explorative study

Abstract

Objectives: Commercialization of occupational health services (OHS) and transition to a supplier market which started in 1995, has affected work and working conditions of occupational physicians (OPs) profoundly. OPs have lost influence on the organization of their work and managers took over control. This study explores the impact of commercialization on job satisfaction of occupational physicians. Material and Methods: Data were collected through a questionnaire completed by 797 OPs, members of the Netherlands Association of Occupational Medicine (response: 45%). A range of work satisfiers and dissatisfiers measures was included that, according to the Social Action Approach, could explain the variation in job satisfaction. Stepwise multivariate regression analyses were performed to explore to what extent the differences in job satisfaction can be attributed to the characteristics of the setting, biographical variables, satisfiers and dissatisfiers. Results: Occupational physicians in commercial settings had the lowest average score as regards job satisfaction (6.7) contrasting sharply with their colleagues in private practices (8.7) and in non-commercial settings (7.9). The variation in job satisfaction between delivery settings could largely be attributed to satisfiers and dissatisfiers. Biographical characteristics (age, gender) had no effect. The data suggested that not commercialization as such, but the ability of commercial OHS providers to integrate professional values was the crucial factor to bring about job satisfaction. Conclusions: The challenge for commercial OHS providers is to preserve the professional zeal in OPs by integrating professional values in their organization in order to improve the quality of the services and the attractiveness of the profession.

Préoccupations de carrière chez les médecins de travail des groupements de Médecine de travail en Tunisie

“…En effet, aucun grade, ni échelon, ni même statut professionnel n'est mis en vigueur pour cette catégorie de médecins en exercice malgré les multiples révisions du décret du 25 octobre 1956 instituant les services de Médecine du Travail dans les entreprises. S'agissant de l'influence des facteurs sociodémographiques sur la satisfaction au travail, plusieurs études ont prouvé l'absence de relation significative ce qui corrobore nos résultats [ 13 , 14 ].…”

“…Au Pays-Bas, Harmen[ 14 ], dans une étude où il a exploré l'impact de la commercialisation des services de santé au travail sur la satisfaction de carrière chez les médecins du travail, a montré que les médecins du travail du secteur privé sont plus satisfaits dans leur carrière que ceux appartenant aux structures de santé et sécurité au travail installées au sein de l'entreprise. Ces groupes de médecins du travail considéraient que les conditions du travail étaient désagréables et stressantes [ 14 ]. L'insatisfaction de carrière des médecins, résultant des heures de travail dédiées aux tâches administratives a été rapportée dans la littérature [ 15 , 18 ].…”

Analyzing Rural Versus Urban Differences in Career Dissatisfaction and Plans to Leave Among Pennsylvanian Physicians

“…Much of the previous research on this subject has focused on physician satisfaction related to 3 areas: professional autonomy, providing quality care, and personal well‐being. First, when physicians feel as though their professional autonomy—the ability to determine the best course of action—is restricted, they are more likely to be dissatisfied with their jobs . Hierarchical management structures are also credited with decreased physician career satisfaction .…”

“… Third, physician satisfaction is associated with personal well‐being . Workplace and administrative burdens can lead to burnout or personal distress, while the threat of malpractice suits is associated with lower career satisfaction …”

Job satisfaction among medical staff with particular reference to the nurses

“…Satysfakcja ta ma wpływ na zadowolenie pacjenta, stopień wypalenia zawodowego personelu, częstość popełnia-nia błędów w pracy, a także jakość świadczonych usług medycznych [19]. Dyssatysfakcja personelu medycznego może zwiększyć niedobory tego personelu, zmniejszyć efektywność pracy i w konsekwencji bardzo znacząco obniżyć jakość opieki.…”