Outcomes of Physician Job Satisfaction: A Narrative Review, Implications, and Directions for Future Research

Williams, Eric S.; Skinner, Asheley Cockrell

doi:10.1097/00004010-200304000-00004

Cited by 205 publications

(175 citation statements)

References 47 publications

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“…The value created by faculty satisfaction not only saves money by reducing faculty turnover, [38][39][40] but also increases faculty motivation. Compensation is an important factor in faculty satisfaction, 41 yet the structure, design, and implementation of the ICS plays an important role in faculty perceptions of their compensation system.…”

Section: Discussionmentioning

confidence: 99%

Satisfaction, Motivation, and Retention in Academic Faculty Incentive Compensation Systems:

Willis

Williams

Gebke

et al. 2018

Fam Med

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BACKGROUND AND OBJECTIVES:The use of incentive compensation in academic family medicine has been a topic of interest for many years, yet little is known about the impact of these systems on individual faculty members. Better understanding is needed about the relationship of incentive compensation systems (ICSs) to ICS satisfaction, motivation, and retention among academic family medicine faculty. METHODS:The Council of Academic Family Medicine (CAFM) Educational Research Alliance (CERA) conducted a nationwide survey of its members in 2013. This study reports the results of the incentive compensation question subset of the larger omnibus survey. RESULTS:The overall response rate was 53%. The majority (70% [360/511]) of academic faculty reported that they are eligible for some type of incentive compensation. The faculty reported moderate satisfaction, with only 38% being satisfied or highly satisfied with their ICS. Overall mean motivation and intent to remain in their current position were similar. The percentage of total income available as an incentive explained less than 10% of the variance of those outcomes. Faculty perceptions of appropriateness of the measures, understanding of the measurement and reward systems, and perception of due process are all related to satisfaction with the ICS, motivation, and retention.CONCLUSIONS: ICSs are common in academic family medicine, yet most faculty do not find them to motivate their choice of activities or promote staying in their current position. Design and implementation are both important in promoting faculty satisfaction with the ICS, motivation, and retention.

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Section: Discussionmentioning

confidence: 99%

Satisfaction, Motivation, and Retention in Academic Faculty Incentive Compensation Systems:

Willis

Williams

Gebke

et al. 2018

Fam Med

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show abstract

“…Part-time physicians reported higher satisfaction, an important finding because physician satisfaction is related in other studies to patient satisfaction and compliance, physician disability claims, inappropriate prescribing, and medical errors. 18 Part-time physicians reported less burnout, also important given that burnout has been shown to be associated with reduced quality of life, absenteeism, inefficiency, and poor patient care practices. 1,19 Higher satisfaction and less burnout in part-time physicians may be derived in part from increased control over the workplace including such issues as schedule, pace, and interruptions.…”

Section: Discussionmentioning

confidence: 99%

Part-Time Physicians…Prevalent, Connected, and Satisfied

et al. 2008

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OBJECTIVE:The health care workforce is evolving and part-time practice is increasing. The objective of this work is to determine the relationship between part-time status, workplace conditions, and physician outcomes. DESIGN:Minimizing error, maximizing outcome (MEMO) study surveyed generalist physicians and their patients in the upper Midwest and New York City. MEASUREMENTS AND MAIN RESULTS:Physician survey of stress, burnout, job satisfaction, work control, intent to leave, and organizational climate. Patient survey of satisfaction and trust. Responses compared by part-time and full-time physician status; 2-part regression analyses assessed outcomes associated with part-time status. Of 751 physicians contacted, 422 (56%) participated. Eighteen percent reported part-time status (n=77, 31% of women, 8% of men, p<.001). Parttime physicians reported less burnout (p<.01), higher satisfaction (p<.001), and greater work control (p<.001) than full-time physicians. Intent to leave and assessments of organizational climate were similar between physician groups. A survey of 1,795 patients revealed no significant differences in satisfaction and trust between part-time and full-time physicians.CONCLUSIONS: Part-time is a successful practice style for physicians and their patients. If favorable outcomes influence career choice, an increased demand for parttime practice is likely to occur.

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“…Much research literature substantiates that poor working conditions, especially overwork and poor work control, are strongly related to dissatisfaction and burnout among physicians 3,[5][6][7][8] : moreover, physician dissatisfaction is also significantly associated with patient dissatisfaction 9) and low patient adherence to medical treatment 10) .…”

mentioning

confidence: 99%

The Interrelationships between Working Conditions, Job Satisfaction, Burnout and Mental Health among Hospital Physicians in Japan: a Path Analysis

et al. 2009

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Outcomes of Physician Job Satisfaction: A Narrative Review, Implications, and Directions for Future Research

Cited by 205 publications

References 47 publications

Satisfaction, Motivation, and Retention in Academic Faculty Incentive Compensation Systems:

Satisfaction, Motivation, and Retention in Academic Faculty Incentive Compensation Systems:

Part-Time Physicians…Prevalent, Connected, and Satisfied

The Interrelationships between Working Conditions, Job Satisfaction, Burnout and Mental Health among Hospital Physicians in Japan: a Path Analysis

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