The Manpower Shortage in Occupational Therapy: Implications for Ontario

Salvatori, Penny; Williams, Renee; Polatajko, Helene J.; MacKinnon, Joyce R.

doi:10.1177/000841749205900106

Cited by 11 publications

(14 citation statements)

References 33 publications

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“…17,18 An individual with higher job satisfaction is less likely to depart from a profession than an individual with lower job satisfaction. 18 Factors affecting job satisfaction exist in every profession and have been studied extensively in other health professions, including medicine, 19 occupational therapy, 20,21 and physical therapy. 22,23 In 1985, Spector 24 developed the Job Satisfaction Survey (JSS) to measure 9 subscales of satisfaction: supervision, pay, contingent rewards (appreciation and recognition), fringe benefits, promotional opportunities, coworkers, nature of work, work conditions, and communication.…”

Section: Job Satisfactionmentioning

confidence: 99%

The Role of Personality in Job Satisfaction Among Collegiate Athletic Trainers

Eason

Mazerolle

Monsma

et al. 2015

Journal of Athletic Training

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Context:The degree to which an individual likes his or her job is known as job satisfaction. A person with higher job satisfaction is less likely to depart from a profession than a person with lower job satisfaction. Researchers studying job satisfaction among other allied health professionals suggest a personality component could explain why the reasons for departure can be so individual.Setting: Collegiate institutions. Objective: To determine the relationship between job satisfaction and personality among collegiate athletic trainers (ATs).Patients or Other Participants: A total of 202 ATs (68 [33.7%] men and 134 [66.3%] women), were recruited using the National Athletic Trainers' Association e-mail database. We excluded any AT from this study who worked outside of the collegiate setting. The response rate was 20.2%.Intervention(s): Data were collected using a Web-based survey instrument consisting of 3 sections: (1) demographics, (2) job satisfaction survey, and (3) Big Five Personality Inventory.Main Outcome Measure(s): Independent t tests were run to determine sex differences, and correlations were run to evaluate relationships between demographics and job satisfaction and between job satisfaction and personality.Results: Women reported higher levels of neuroticism than men. Extroversion and conscientiousness showed a weak positive relationship with job satisfaction. A moderate positive relationship was found between agreeableness and job satisfaction. A moderate negative relationship was noted between neuroticism and job satisfaction.Conclusions: Based on our findings, head ATs or other organizational leaders may consider using personality assessments during interview processes, or athletic training program directors may be able to better guide students interested in athletic training based on knowledge of their personalities.

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Section: Job Satisfactionmentioning

confidence: 99%

The Role of Personality in Job Satisfaction Among Collegiate Athletic Trainers

Eason

Mazerolle

Monsma

et al. 2015

Journal of Athletic Training

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“…It has been well reported that the supply of trained therapists in Australia, Canada and the United States is lagging behind the present and anticipated future demand and that this has led to critical manpower shortages in occupational therapy (Graham and Allen, 1990;Salvatori et al, 1992;Trickey and Kennedy, 1995). Price (1993) suggested that occupational therapists and occupational therapy students hold a negative image of the psychiatric field.…”

Section: Staff Recruitment and Retentionmentioning

confidence: 99%

“…In the Australian study conducted by Cusick et al (1993) a negative perception of the mental health work setting and role was found to be influenced by social stigma, disillusionment with the role of occupational therapy, inadequate course preparation and difficulty dealing with chronicity. In Ontario, Canada, continually escalating client care requirements within an environment of limited numbers of occupational therapy graduates and lack of seniority or upward mobility were some of the main reasons for manpower shortages in occupational therapy (Salvatori et al, 1992). Staff shortages are a concern because they put pressure on staff to fulfil the demands of the job.…”

Section: Staff Recruitment and Retentionmentioning

confidence: 99%

Work‐related stress and occupational therapy

Lloyd

King

2001

Occupation Therapy Intl

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Occupational stress and burnout have been studied extensively in the human services. It has been suggested that healthcare professionals in particular are at risk of stress owing to the caring nature of their work. Articles related to occupational therapy and work-related stress were reviewed in regard to practice in Australia, Canada, the United Kingdom, the United States and Sweden. Although the empirical literature is relatively weak for occupational therapy, it has been argued that occupational therapists in health care share risk factors with other healthcare professionals. These risk factors include repeated exposure to distress and difficult behaviour, prolonged interventions and uncertain outcome. Issues such as professional status, staffing issues and the nature of the profession have been identified as additional risk factors for occupational therapists. However, empirical studies that enable burnout rates of occupational therapists to be compared with those of related occupational groups suggest that this may not be the case. Occupational therapists may in fact be protected from some stress and burnout factors. Further research is recommended to clarify the nature of stress experienced by occupational therapists and to identify both risk and protective factors characteristic of the profession.

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“…Job satisfaction within the health professions has been a focus since an author 131 examined the job satisfaction of nurses in the 1940s. Since then, job satisfaction has been studied in various health care professionals, including physicians, 132 occupational therapists, 133,134 and physical therapists. [134][135][136] Initial research on job satisfaction in athletic training began in the 1980s with a look at burnout syndrome.…”

Section: Consequences Of Work-life Conflictmentioning

confidence: 99%

“…Since then, job satisfaction has been studied in various health care professionals, including physicians, 132 occupational therapists, 133,134 and physical therapists. [134][135][136] Initial research on job satisfaction in athletic training began in the 1980s with a look at burnout syndrome. 4 Certain factors greatly influence job satisfaction within athletic training: for example, pay, 137 work-family conflict, 138 and organizational constraints.…”

Section: Consequences Of Work-life Conflictmentioning

confidence: 99%

National Athletic Trainers' Association Position Statement: Facilitating Work-Life Balance in Athletic Training Practice Settings

Mazerolle

Pitney

Goodman

et al. 2018

Journal of Athletic Training

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Objective: To illustrate the concept of work-life balance and those factors that influence it and to provide recommendations to facilitate work-life balance in athletic training practice settings. To present the athletic trainer with information regarding work-life balance, including those factors that negatively and positively affect it within the profession. Background: Concerns for work-life balance have been growing within the health care sector, especially in athletic training, as it is continuously linked to professional commitment, burnout, job satisfaction, and career longevity. The term work-life balance reflects those practices used to facilitate the successful fulfillment of the responsibilities associated with all roles one may assume, including those of a parent, spouse, partner, friend, and employee. A host of organizational and individual factors (eg, hours worked, travel demands, flexibility of work schedules, relationship status, family values) negatively influence the fulfillment of work-life balance for the athletic trainer, but practical strategies are available to help improve work-life balance, regardless of the practice setting. Recommendations: This position statement is charged with distributing information on work-life balance for athletic trainers working in a variety of employment settings. Recommendations include a blend of organizational and personal strategies designed to promote work-life balance. Establishing work-life balance requires organizations to have formal policies that are supported at the departmental and personal level, in addition to informal policies that reflect the organizational climate of the workplace. Individuals are also encouraged to consider their needs and responsibilities in order to determine which personal strategies will aid them in attaining work-life balance.

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The Manpower Shortage in Occupational Therapy: Implications for Ontario

Cited by 11 publications

References 33 publications

The Role of Personality in Job Satisfaction Among Collegiate Athletic Trainers

The Role of Personality in Job Satisfaction Among Collegiate Athletic Trainers

Work‐related stress and occupational therapy

National Athletic Trainers' Association Position Statement: Facilitating Work-Life Balance in Athletic Training Practice Settings

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