Securing the continuity of medical competence in times of demographic change

Hahnenkamp, Klaus; Hasebrook, Joachim; Buhre, W.; Aken, Hugo Van

doi:10.1016/j.bpa.2018.04.005

Cited by 6 publications

(9 citation statements)

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“…An example question concerning support from colleagues reads as follows: "For my work I get sufficient appreciation and support from my colleagues" (positive pole=1) or "My work is not appreciated and unnecessarily criticized by my colleagues" (negative pole=10). The scale is highly reliable with Cronbach's Alpha = 0.91 in this and 0.78 in prior studies [56].…”

Section: Methodssupporting

confidence: 67%

“…It is important that job requirements and work resources are balanced [53]. Based on extensive preliminary studies published elsewhere [54][55][56], we combined these aspects in a polarity profile, which includes questions to be scored from 1 (positive pole) to 10 (negative pole; see table 2). An example question concerning support from colleagues reads as follows: "For my work I get sufficient appreciation and support from my colleagues" (positive pole=1) or "My work is not appreciated and unnecessarily criticized by my colleagues" (negative pole=10).…”

Section: Methodsmentioning

confidence: 99%

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Digital Transition in Rural Emergency Medicine: Impact of Job Satisfaction and Workload on Communication and Technology Acceptance

Hasebrook¹,

Michalak²,

Kohnen³

et al. 2022

Preprint

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Background: Tele-emergency physicians (TEPs) take an increasingly important role in the need-oriented provision of emergency patient care. To improve emergency medicine in rural areas, we set up the project Land|Rettung (English: Rural|Rescue), which uses TEPs to restructure professional rescue services using information and communication technologies (ICTs) in order to reduce the therapy-free interval. Successful implementation of ICTs relies on user acceptance and knowledge sharing behavior. Methods and findings: We conducted a factorial design with active knowledge transfer and technology acceptance as a function of work satisfaction (high vs. low), workload (high vs. low) and point in time (prior to vs. after digitalization). Data were collected via machine readable questionnaires issued to 755 persons (411 pre, 344 post), of which 304 or 40.3% of these persons responded (194 pre, 115 post).Technology acceptance was higher after the implementation of TEP for nurses but not for other professional groups, and it was higher when the workload was high. Regarding active communication and knowledge sharing, employees with low work satisfaction are more likely to share their digital knowledge as compared to employees with high work satisfaction. Additional and more detailed analyses reveal that this is an effect of previous knowledge concerning digitalization. After implementing the new technology, work satisfaction increased for the more experienced employees, but not for the less experienced ones. Results are discussed considering the Dunning-Kruger effect. The Dunning-Kruger effect describes a cognitive bias. People with high expertise often underestimate their actual skill level. They have a more critical attitude towards their performance and feel the urgent need to fill possible knowledge gaps they notice. Conclusions: Our research illustrates that employees’ workload has an impact on the intention of using digital applications. The higher the workload, the more people are willing to use TEPs. Regarding active knowledge sharing, we see that employees with low work satisfaction are more likely to share their digital knowledge compared to employees with high work satisfaction. This might be attributed to the Dunning-Kruger effect. Highly knowledgeable employees initially feel uncertain about the change, which translates into temporarily lower work satisfaction. They feel the urge to fill even small knowledge gaps, which in return leads to higher work satisfaction. Those responsible need to acknowledge that digital change affects their employees’ workflow and work satisfaction. During such times, employees need time and support to gather information and knowledge in order to cope with digitally changed tasks.

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Section: Methodssupporting

confidence: 67%

Section: Methodsmentioning

confidence: 99%

Digital Transition in Rural Emergency Medicine: Impact of Job Satisfaction and Workload on Communication and Technology Acceptance

Hasebrook¹,

Michalak²,

Kohnen³

et al. 2022

Preprint

View full text Add to dashboard Cite

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“…(Hasebrook et al, 2022) Here, the scale was found to be highly reliable with an Cronbach's Alpha of 0.91 while in prior studies in the same present setting, the reliability was examined to lay at 0.78. (Hahnenkamp et al, 2018) In this study, mean ratings show a positive attitude and vary between 1.5 and 3.4 (with 1 o 5 indicating a more positive and 6 to 10 a more negative evaluation) with "purposeful work" being the best and "demanding working hours" the worst evaluation (see table 9). It is noteworthy that all significant intercorrelations between the items of the Physi-cianPlus satisfaction Scale were positive suggesting that all items are positively connected to a general concept of job satisfaction (see table 10).…”

Section: Physicianplus Satisfaction Scalementioning

confidence: 55%

“…The 14 items PhysicianPlus job satisfaction scale had a satisfactory reliability of Cronbach's alpha = 0.78. In other preliminary studies the PhysicianPlus scale which is based on the well-known employees promotor scale was already used in the same setting (Hasebrook et al, 2016b;Hinkelmann et al, 2017;Hahnenkamp et al, 2018) but also in different settings such as the project "rural/rescue". (Hasebrook et al, 2022) Here, the scale was found to be highly reliable with an Cronbach's Alpha of 0.91 while in prior studies in the same present setting, the reliability was examined to lay at 0.78.…”

Section: Physicianplus Satisfaction Scalementioning

confidence: 99%

Team, Career, and Management: Mental Maps of Working Conditions and Intention to Stay of Physicians in Academic Medicine

Hasebrook¹,

Hecke²,

Volkert³

et al. 2022

Preprint

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Job satisfaction has a strong impact on the intention to stay which is an important aspect to counter skills shortage in academic medicine. In an interview study combining qualitative and quantitative methods we investigated how the mental representation of working conditions influences job satisfaction and its impact on the intention to stay. In a first study chief physicians participated in interviews about job satisfaction in academic hospitals. Answers were segmented into statements, ordered by topics and rated according to their valence. In a second study assistant physicians (residents) during and after their training period talked about strength, weaknesses and potential improvements of working conditions. Again, answers were segmented, ordered, rated and used to develop a ‘job satisfaction scale’. In a third study, assistant physicians participated in a computer-led repertory grid procedure composing ‘mental maps’ of job satisfaction factors, filled in the job satisfaction scale and rated if they would recommend work and training in their clinic as well as their intention to stay. Comparing the interview results with recommendation rates and intention to stay show that a negative attitude is linked to high workload and poor career perspectives. A positive attitude towards work environment and high intention to stay are linked to sufficient personnel and technical capacities, reliable duty scheduling and fair salaries. The third study using repertory grids showed that the perception of current teamwork and future developments concerning work environment were the main aspects to improve job satisfaction and the intention to stay. The results of the interview studies were used to develop an array of adaptive improvement measure. The results support prior findings that job dissatisfaction is mostly based on generally known “hygiene factors” and whereas job satisfaction is due to individual aspects.

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“…The questionnaire consisted of 36 items (Appendix A) and was based on similar questionnaires used in prior studies. These prior versions came with Cronbach's Alpha levels between 0.78 [78] and 0.91 [79]. The survey used in this study also shows a sufficient reliability (Cronbach's Alpha = 0.83).…”

Section: Methodsmentioning

confidence: 91%

Green Behavior: Factors Influencing Behavioral Intention and Actual Environmental Behavior of Employees in the Financial Service Sector

Hasebrook¹,

Michalak²,

Wessels³

et al. 2022

Preprint

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The financial sector, too, is developing innovative services and products that have the potential to make a more positive impact on global environmental goals. However, research sheds little light on environmental attitudes and behavioral patterns of employees in this sector. There are multiple factors promoting or inhibiting environmental behavior. Those factors may be rooted in individual or subjective norms, but also social influence and to some extent financial incentives and benefits. A survey concerning the intention to improve and actually show ‘green behavior’ was developed based on widely used acceptance models which differentiate between desirable behavior and the intention to show such behavior. Employees are predominately responsive towards environmental behavior: 20% are convinced of the need to act in a “green” and sustainable manner, only 5% are hard to win over or are not accessible at all. Financial loss or benefits combined with social motives contribute to sustainable living whereas financial benefits alone actually hinder such behavior. The study underlines the existence of a intention-behavior gap: The intention to behave sustainably is built somewhat separately from various influences. There are moderating factors like sex, age and family status that influence the decisions. This then leads to a gap between intention and actual behavior.

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Securing the continuity of medical competence in times of demographic change

Cited by 6 publications

References 0 publications

Digital Transition in Rural Emergency Medicine: Impact of Job Satisfaction and Workload on Communication and Technology Acceptance

Digital Transition in Rural Emergency Medicine: Impact of Job Satisfaction and Workload on Communication and Technology Acceptance

Team, Career, and Management: Mental Maps of Working Conditions and Intention to Stay of Physicians in Academic Medicine

Green Behavior: Factors Influencing Behavioral Intention and Actual Environmental Behavior of Employees in the Financial Service Sector

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