The Impact of Administrative Burden on Academic Physicians: Results of a Hospital-Wide Physician Survey

Rao, Sandhya K.; Kimball, Alexa B.; Lehrhoff, Sara R.; Hidrue, Michael K.; Colton, Deborah; Ferris, Timothy G.; Torchiana, David F.

doi:10.1097/acm.0000000000001461

Cited by 154 publications

(125 citation statements)

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“…Qualifying physicians earn a financial incentive for completing the survey, which is part of the organization's Quality Incentive Program. 23,24 The goals of the survey are to evaluate the functioning of our clinical enterprise within and across departments, reflect on the progress made on current organizational priorities, and evaluate hospital leadership. 23,24 The 2017 survey included questions assessing four domains of interest: (1) career and compensation satisfaction; (2) wellbeing; (3) administrative workload; and (4) leadership and diversity.…”

Section: Methodsmentioning

confidence: 99%

“…23,24 The 2017 survey included questions assessing four domains of interest: (1) career and compensation satisfaction; (2) wellbeing; (3) administrative workload; and (4) leadership and diversity. 24…”

Section: Methodsmentioning

confidence: 99%

“…Physicians were considered "satisfied" if they chose one of the top two responses on a five-point Likert scale: very satisfied, satisfied, neutral, dissatisfied, or very dissatisfied. 24 • Intention to stay at current role: assessed using a question asking physicians about their career plans for the next three years. Physicians who indicated that they would continue in their current role were defined as 'staying.…”

Section: Outcome Measuresmentioning

confidence: 99%

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Physician Burnout, Engagement and Career Satisfaction in a Large Academic Medical Practice

Rao

Ferris

Hidrue³

et al. 2020

Clin Med Res

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To determine (1) if engagement among physicians impacted plans to stay in current role and job satisfaction, (2) what factors impact engagement and burnout, and (3) the relationship between engagement and burnout. Burnout has been described as a syndrome characterized by depersonalization, emotional exhaustion, and a sense of low personal accomplishment resulting in decreased effectiveness at work. Engagement may be regarded as the antonym to burnout and has been described as a connection to one's work characterized by dedication, vigor, and absorption. Design: We extracted data from an academic practice-wide survey conducted at two time-points and evaluated physician burnout and engagement. We used the Maslach Burnout Inventory and the Utrecht Work Engagement Scale to evaluate the association between burnout and engagement and the impact of engagement on mitigating the effect of burnout in a large physician academic faculty practice. Setting: Large academic practice Participants: Academic physicians Methods: The authors conducted a hospital-wide physician practice survey in 2014 and 2017 assessing physician burnout and engagement. Results: Of eligible physicians (n=1882), 92.0% completed a survey. High levels of engagement and burnout were shown in 59.5% and 45.6%, respectively. Compared to physicians with high levels of engagement and low levels of burnout, physicians with low engagement and low burnout were less satisfied with their career (OR=0.20, 95% CI=0.11-0.35) and less likely to stay in their current role (OR=0.52, 95% CI= 0.37-0.73). Among physicians with high levels of burnout, highly engaged physicians were more satisfied (OR=0.21; 95% CI=0.12-0.36 vs OR=0.08; 95% CI=0.05-0.12) and more likely to stay in their career (OR=0.34; 95% CI=0.25-0.45 vs OR=0.27; 95% CI=0.21-0.34) than non-engaged physicians. Conclusion: Engaged physicians have higher career satisfaction. There are many actionable ways to improve engagement.

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Section: Methodsmentioning

confidence: 99%

Section: Methodsmentioning

confidence: 99%

Section: Outcome Measuresmentioning

confidence: 99%

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Physician Burnout, Engagement and Career Satisfaction in a Large Academic Medical Practice

Rao

Ferris

Hidrue³

et al. 2020

Clin Med Res

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“…In this context, and in addition to potential shortage in many countries, GPs are under pressure, and their job satisfaction seems to be more threatened. 31,32 Few previous studies have investigated the potential impacts of recent changes in the organization of PC practices on GPs' job satisfaction, and those that did generally looked at 1 country 4,6,12,[33][34][35][36][37] and often examined but few factors simultaneously.…”

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confidence: 99%

Practice Organization Characteristics Related to Job Satisfaction Among General Practitioners in 11 Countries

2019

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PURPOSE The consequences of job dissatisfaction among general practitioners (GPs) are well known; both GPs and policy makers should be interested in a better understanding of its determinants. This study aimed to investigate whether the organizational and functional features of GPs' practices were associated with job dissatisfaction in 11 countries. METHODS We conducted a secondary analysis of the 2015 Commonwealth Fund International Health Policy Survey of Primary Care Physicians, (n = 12,049). Job dissatisfaction was measured on a 4-point Likert scale using the question: "How satisfied are you regarding your practicing of medicine?" Numerous practice organization characteristics were considered using a multilevel, mixed-effects, ordered logistic regression analysis. RESULTS Prevalence of dissatisfaction at work varied from 8.1% in Norway to 37.4% in Germany. Dissatisfaction was higher among middle-aged (aged 45-54 years) GPs (adjusted odds ratio (AOR) = 1.32 [1.17-1.49]), those practicing in urban areas (AOR = 1.12 [1.03-1.22]), and those working alone. It was associated with a high weekly workloads (AOR = 1.26 [1.12-1.42] if >50 hours), heavy administrative burdens (OR = 1.55 [1.37-1.73]), long delays in hospital discharge notices (AOR = 1.82 [1.52-2.19] if >1 month), and limited possibilities of offering same-day appointments (AOR = 1.83 [1.34-2.50]). Using electronic health records (OR = 0.82 [0.68-0.98]) and having an in-practice case manager (AOR = 0.84 [0.75-0.95]) were associated with lower dissatisfaction. CONCLUSIONS Heavy workloads are clearly associated with job dissatisfaction among GPs. Organizational changes such as group practices, employing case managers, and using electronic health records could potentially reduce this burden. Workloads could also be relieved by diversifying GPs' activities. All health care providers should strive to improve the circulation of information.

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“…Externally, the electronic health record (EHR) will infiltrate the surgeon's day immeasurably. The burden of EHRs (often estimated at 2 h to 1 relative to patient care) directly affect patient care and physician satisfaction, contributing to physician burnout (4). In contrast to medicine, documentation in aviation plays a minor role in the overall pilot burden.…”

mentioning

confidence: 99%

Human factors and human nature in cardiothoracic surgery

Bolanos

Zwischenberger

2017

J. Thorac. Dis.

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The Impact of Administrative Burden on Academic Physicians: Results of a Hospital-Wide Physician Survey

Cited by 154 publications

References 11 publications

Physician Burnout, Engagement and Career Satisfaction in a Large Academic Medical Practice

Physician Burnout, Engagement and Career Satisfaction in a Large Academic Medical Practice

Practice Organization Characteristics Related to Job Satisfaction Among General Practitioners in 11 Countries

Human factors and human nature in cardiothoracic surgery

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