Maslach Burnout Inventory and a Self-Defined, Single-Item Burnout Measure Produce Different Clinician and Staff Burnout Estimates

Knox, Margae; Willard-Grace, Rachel; Huang, Beatrice; Grumbach, Kevin

doi:10.1007/s11606-018-4507-6

Cited by 59 publications

(75 citation statements)

References 23 publications

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“…Clinic leaders, however, reported low rates of involuntary termination and retirement in both systems. There remains considerable variation in measuring burnout 28 ; this study used one of the most common approaches among studies of physicians and residents. 29 The 2013 and 2014 survey waves did not collect data on respondent sex or age, although tenure at the clinic is to some degree a proxy for age.…”

Section: Discussionmentioning

confidence: 99%

Burnout and Health Care Workforce Turnover

et al. 2019

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PURPOSE Levels of burnout among primary care clinicians and staff are alarmingly high, and there is widespread belief that burnout and lack of employee engagement contribute to high turnover of the workforce. Scant research evidence exists to support this assertion, however. METHODSWe conducted a longitudinal cohort study using survey data on burnout and employee engagement collected in 2013 and 2014 from 740 primary care clinicians and staff in 2 San Francisco health systems, matched to employment roster data from 2016. RESULTSPrevalence of burnout, low engagement, and turnover were high, with 53% of both clinicians and staff reporting burnout, only 32% of clinicians and 35% of staff reporting high engagement, and 30% of clinicians and 41% of staff no longer working in primary care in the same system 2 to 3 years later. Burnout predicted clinician turnover (adjusted odds ratio = 1.57; 95% CI, 1.02-2.40); there was also a strong trend whereby low engagement predicted clinician turnover (adjusted odds ratio with high engagement = 0.58; 95% CI, 0.33-1.04). Neither measure significantly predicted turnover for staff.CONCLUSIONS High rates of burnout and turnover in primary care are compelling problems. Our findings provide evidence that burnout contributes to turnover among primary care clinicians, but not among staff. Although reducing clinician burnout may help to decrease rates of turnover, health care organizations and policymakers concerned about employee turnover in primary care need to understand the multifactorial causes of turnover to develop effective retention strategies for clinicians and staff.To read or post commentaries in response to this article, see it online at http://www.AnnFamMed.org/content/17/1/36.

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Section: Discussionmentioning

confidence: 99%

Burnout and Health Care Workforce Turnover

et al. 2019

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“…It is worth noting certain aspects of the PA profession may serve to protect against burnout. First, PAs are trained to practice medicine as part of a health care team, and such team-based practice has been shown to cultivate an environment that reduces symptoms of burnout in primary care [61,62,63]. In addition to demonstrating the positive impact of a strong team culture, a study of primary care clinicians revealed that those working on a team in which they were regularly paired with the same medical assistant experienced less emotional exhaustion than non-team-based clinicians [62].…”

Section: Potential Protective Factorsmentioning

confidence: 99%

“…While PAs can change specialties, Hooker, Cawley, and Leinweber found that half of all PAs remained in their fi rst specialty throughout their careers [26]. This fi nding requires additional research, given that there may be an increased risk of burnout among clinicians in rural areas [10] and primary care settings [11,12,40,42,61]. The positive (engagement) and negative (burnout) infl uences on PA employment in specialties and practice settings may assist with PA recruitment and retention eff orts in areas with clinician shortages.…”

Section: Practice Setting and Its Eff Ect On Burnoutmentioning

confidence: 99%

“…The culture of the PA profession, or the "hidden curriculum" of PA training, places an emphasis on teamwork and collaboration [15]. Teamwork, or "team culture," is associated with job and career satisfaction [42,44] and lower reported symptoms of burnout [61,62]. Further evaluation of team culture in organizations and in the physician-PA team, using validated instruments and rigorous methodology, would serve both professions in advancing patient-centered care.…”

Section: Team Culture and Burnoutmentioning

confidence: 99%

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Burnout and Job and Career Satisfaction in the Physician Assistant Profession: A Review of the Literature

et al. 2018

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“…To determine the participants' current risk of burnout, five possible responses were dichotomised into two categories (symptoms of burnout versus no symptoms of burnout), as in other studies. 23,27 Questions were also dichotomised about current stress level, not enough time for a private life, and thoughts about leaving the profession after visual checks of the distributions using histograms. For the WEMWBS, means and 95% confidence intervals (CIs) were calculated using a crude regression model stratified by level of education.…”

Section: Data Managementmentioning

confidence: 99%

Assessing the mental wellbeing of next generation general practitioners: a cross-sectional survey

et al. 2019

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BackgroundFuture and practising GPs encounter various stressors, which can potentially impair mental wellbeing and develop into mental illnesses.AimTo assess mental wellbeing of young and future GPs by their level of training.Design & settingA cross-sectional anonymous survey of members of the Swiss Young General Practitioners Association (JHaS) was undertaken.MethodBasic characteristics and the current mental wellbeing were assessed using the Warwick-Edinburgh Mental Wellbeing Scale (WEMWBS). Specific stressors that can influence wellbeing were focused on. Participants were asked for ideas on how to improve wellbeing via open questions.ResultsResponse rate was 57% (n = 503). Mean value for mental wellbeing (WEMWBS) was 52.4 (maximum 70, standard deviation [SD] 7.2). Residents had a significantly lower level of mental health (51.0, SD 7.6) compared with GPs (54.2, SD 6.2). Overall, stress level was reported as high or very high by almost half of participants (49%). Forty-five per cent indicated a lack of private time; the highest proportion was among residents. Fifteen per cent (20% among residents) were at risk of burnout. Most frequent stressors were administrative tasks, high workload, and work demands. Support requests included improvement of work–life balance and reduction of administrative workload.ConclusionResidents had the lowest mental wellbeing, at a stress level similarly high to that of GPs. They most often indicated not having enough time for a private life and were most at risk of burnout. Improvement suggestions should be implemented to maintain mental health of young and future GPs. Particular attention should be paid to GPs in training, as owing to their reduced mental health, they may benefit most.

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Maslach Burnout Inventory and a Self-Defined, Single-Item Burnout Measure Produce Different Clinician and Staff Burnout Estimates

Cited by 59 publications

References 23 publications

Burnout and Health Care Workforce Turnover

Burnout and Health Care Workforce Turnover

Burnout and Job and Career Satisfaction in the Physician Assistant Profession: A Review of the Literature

Assessing the mental wellbeing of next generation general practitioners: a cross-sectional survey

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