Recruitment and retention in obstetrics and gynaecology in the UK

Ogbonmwan, S E O; Ogbonmwan, Daisy

doi:10.12968/hmed.2010.71.2.46490

Cited by 4 publications

(1 citation statement)

References 7 publications

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“…Studies have postulated OBGYN attrition to be a result of workplace demands, such as the high litigation risk and long hours (S. E. Ogbonmwan & D. E. Ogbonmwan, 2010). However, limited studies have formally investigated the motivations behind it.…”

Section: Introductionmentioning

confidence: 99%

What Drives Attrition amongst Obstetrics and Gynaecology Residents in Singapore

Lee¹,

Kee²,

Wiener-Ogilvie³

et al. 2019

TAPS

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Background: Resident attrition is costly but literature studying the motivations behind it in obstetrics and gynaecology (OBGYN) is lacking. Objectives: We aimed to study the relationship between prior specialty-appropriate work experience and risk of attrition amongst OBGYN residents in Singapore, and identify factors placing residents at greater risk of attrition. Methods: This nationwide mixed methods case control study studied all OBGYN residents in Singapore for the 2011 and 2012 intakes. A pre-piloted questionnaire was used to identify work experience and risk factors related to resident attrition. Structured interviews were conducted with a subgroup of participants chosen for diversity of educational background, work experience, and position towards residency. Results: 28 of 33 (84.8%) eligible residents participated in this study. Female (40.9% vs. 0%), married (50.0% vs. 22.2%) and Singaporean (38.1% vs.14.3%) residents more often considered attrition from training. Those accepted into residency after graduation were 33% less likely to have considered leaving. No statistical difference was observed between residents with prior work experience and those without (38.9% vs. 20.0%, p=0.417). All interviewees believed that prior experience informs expectations and eases initial learning. Low job satisfaction related to mismatched expectations was the most quoted reason for considering attrition. 85.7% of interviewed residents were concerned about competing work and family demands. Conclusions: Lack of specialty-appropriate work experience contributes to misinformed training expectations and increased attrition risk. Residents who have considered attrition may still desire career longevity in their specialty. Reduction in mismatched expectations promises to improve job satisfaction and translate to career longevity.

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Section: Introductionmentioning

confidence: 99%

What Drives Attrition amongst Obstetrics and Gynaecology Residents in Singapore

Lee¹,

Kee²,

Wiener-Ogilvie³

et al. 2019

TAPS

View full text Add to dashboard Cite

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Patterns of recruitment to the specialty of obstetrics and gynaecology

Rushd

Allgar

Lindow

2016

European Journal of Obstetrics & Gynecology and Reproductiv

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Medical students' experiences working with midwives on NHS labour wards: a qualitative study

Maclean

Llamas

2022

British Journal of Midwifery

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Background Multidisciplinary team collaboration has been identified as a key factor in optimising intrapartum care. The way future doctors feel about their undergraduate placements with midwives is worth considering, given that this might influence their behaviour in the long term. This study aimed to investigate the experience of medical students working with midwives on NHS labour wards. Methods Qualitative thematic analysis was done on transcripts of in-depth interviews with 10 medical students from across England. These students had clinical experiences with midwives or were seeking to work with midwives, and had experiences of training during or after 2010. Results Midwives were described as ‘gatekeepers’, with the power either to open or close the labour room door to medical students. Participants described mixed feelings about midwives; some reportedly provided pivotal learning experiences, particularly regarding physiological labour and birth. Others were perceived as unsupportive. The dynamic with midwives was often linked to wider multidisciplinary team culture. Conclusions Despite national calls to improve multidisciplinary team relations and undergraduate experiences, this sample of medical students shows that some still perceive tension with midwives. This may affect future obstetricians' exposure to physiological birth at an impressionable time and also influence their multidisciplinary team behaviour. Research into midwives' perspective is needed, given that collaboration is a key factor in providing safer, more personalised care.

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Recruitment and retention in obstetrics and gynaecology in the UK

Abstract: The problem of recruitment and retention into obstetrics and gynaecology could translate into serious manpower problems if not addressed now by making the experience of trainees and medical students rotating through the speciality memorable and improving trainees' work-life balance.

Cited by 4 publications

References 7 publications

What Drives Attrition amongst Obstetrics and Gynaecology Residents in Singapore

What Drives Attrition amongst Obstetrics and Gynaecology Residents in Singapore

Patterns of recruitment to the specialty of obstetrics and gynaecology

Medical students' experiences working with midwives on NHS labour wards: a qualitative study

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