The Med-Peds Hospitalist Workforce: Results From the American Academy of Pediatrics Workforce Survey

Donnelly, Michael; Lubrano, Lauren; Radabaugh, Carrie L.; Lukela, Michael; Friedland, Allen R.; Ruch‐Ross, Holly S.

doi:10.1542/hpeds.2015-0031

Cited by 13 publications

(11 citation statements)

References 4 publications

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“…The main limitations of this study are lack of data on nonresponders and lack of power, because of the small size of the Child Neurology/Neurodevelopmental Disabilities subspecialty, to identify other important workforce factors that may influence Next Accreditation System readiness. Although the 65% response rate exceeds that of many medical workforce surveys, 12 –14 we cannot exclude some responder bias. It may be that respondents have more workforce challenges and less Next Accreditation System readiness than average; however, it is also possible that nonresponders’ support structure is worse, leaving less time for survey participation.…”

Section: Discussionmentioning

confidence: 87%

Challenges in Implementation of the New Accreditation System

et al. 2016

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Despite major changes in US Graduate Medical Education, from Core Competencies (2002) to the Next Accreditation System (2012), few studies have evaluated the role of the Residency Coordinator in program accreditation. This role may be especially challenging in child neurology, which involves separate, accredited child and adult neurology residencies. The present study of Child Neurology Program Coordinators evaluated workforce factors and first-year implementation of new training requirements. The response rate was 65% (48/74). Concerning workforce features included high turnover, unpaid overtime, inconsistent job titles, limited career paths, inadequate training, and nonacademic supervision. Programs' average implementation of 14 new accreditation items averaged 7.5 (standard deviation 2.5). This survey demonstrated that greater Next Accreditation System implementation is linked to increased coordinator experience, supervision within Graduate Medical Education, and greater administrative support for the coordinator role. Changes in these areas could improve future compliance of US child neurology programs with Graduate Medical Education accreditation requirements.

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Section: Discussionmentioning

confidence: 87%

Challenges in Implementation of the New Accreditation System

et al. 2016

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“… 5.91 Satisfaction with the management system in the workplace and physicians’ immediate boss [ 54 ] 14 Education Satisfaction with previous education (e.g., residency training) and learning opportunities (training, congress, library access, professional consultation, CME). 5.00 Satisfaction with training residency [ 55 ] and learning or CME opportunities [ 10 , 11 ] 15 Practice in medicine Satisfaction with practicing medicine and choosing their specialty 3.18 Satisfaction with practicing medicine [ 56 ] and the selection of specialty [ 57 ] 16 Promotion Satisfaction with opportunities for a promotion or career development 2.50 Satisfaction with the transparency of promotion path [ 58 ] and opportunity for promotion [ 54 ] 17 Personal life Satisfaction with their own life including balance between job and personal life 2.50 Satisfaction with balance between job and private life [ 52 , 58 ] 18 Job security Satisfaction with the stability of their work 1.82 Satisfaction with job security [ 54 ] and stability of work [ 52 ] 19 Healthcare system/healthcare regulation/law Satisfaction with healthcare system (in general and for specific diseases), regulations regarding practice of medicine, and malpractice environment. 1.59 Satisfaction with malpractice environment and administrative requirements for the practice of medicine [ 57 ], healthcare system for mental diseases [ 59 ] and for people with intellectual disabilities [ 50 ] 20 Spouse and family satisfaction Physicians’ satisfaction with spouse and family satisfaction, specifically location, jobs for spouses, children’s education, social relationships, and quality of family life 1.36 Satisfaction with spouses’ satisfaction with practice location, physicians’ work life, spouses’ career, and closeness of extended family [ 46 …”

Section: Resultsmentioning

confidence: 99%

A scoping analysis of the aspects of primary healthcare physician job satisfaction: facets relevant to the Indonesian system

et al. 2019

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Background Although there is extensive literature on the different aspects of physician job satisfaction worldwide, existing questionnaires used to measure job satisfaction in developed countries (e.g., the Job Satisfaction Scale) do not capture the aspects specific to Indonesian primary healthcare physicians. This is especially true considering the 2014 healthcare system reform, which led to the implementation of a national social health insurance scheme in Indonesia that has significantly changed the working conditions of physicians. Therefore, the current study aimed to identify aspects of primary care physician job satisfaction featured in published literature and determine those most suitable for measuring physician job satisfaction in light of Indonesia’s recent reforms. Methods A scoping literature review of full-text articles published in English between 2006 and 2015 was conducted using the PubMed, Psycinfo, and Web of Science databases. All aspects of primary care physician job satisfaction included in these studies were identified and classified. We then selected aspects mentioned in more than 5% of the reviewed papers and identified those most relevant to the post-reform Indonesian context. Results A total of 440 articles were reviewed, from which 23 aspects of physicians’ job satisfaction were extracted. Sixteen aspects were deemed relevant to the current Indonesian system: physical working conditions, overall job satisfaction, patient care/treatment, referral systems, relationships with colleagues, financial aspects, workload, time of work, recognition for good work, autonomy, opportunity to use abilities, relationships with patients, their families, and community, primary healthcare facilities’ organization and management style, medical education, healthcare systems, and communication with health insurers. Conclusion Considering the recent reforms of the Indonesian healthcare system, existing tools for measuring job satisfaction among physicians must be revised. Future research should focus on the development and validation of new measures of physician job satisfaction based on the aspects identified in this study.

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“…A majority of this cohort reported positive job satisfaction, supporting findings of previous studies revealing high levels of job satisfaction among both pediatric and adult hospitalists. [8][9][10][11] In previous studies in adult hospital medicine, researchers have aimed to synthesize factors contributing to job satisfaction into measures of provider morale and "job fit" and have associated these measures with retention; improvement in these areas has correlated with decreased intent to leave current positions. 12,13 Both morale and job fit appear to improve as longevity in hospital medicine increases, 12,13 suggesting that attrition may also decrease after the early years of one' s career in hospital medicine.…”

Section: Discussionmentioning

confidence: 99%

Factors Influencing Career Longevity in Pediatric Hospital Medicine

House

Frintner

Leyenaar

2019

Hospital Pediatrics

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BACKGROUND AND OBJECTIVES: Pediatric hospital medicine (PHM) is a growing field recently approved by the American Board of Pediatrics as a subspecialty. Understanding factors associated with hospitalist retention is important for workforce planning. Our objective for this study was to examine the proportion of pediatric hospitalists who remained in PHM over a 5-year period and identify factors associated with retention. METHODS: We used 2012 and 2016 data from the American Academy of Pediatrics' Pediatrician Life and Career Experience Study. Retention was defined as being a self-reported hospitalist on both surveys. x 2 tests were used to examine relationships between retention and variables within 3 categories: demographics, position-related factors, and factors related to stress and satisfaction. A multivariable logistic regression was used to further assess relationships between select factors and retention. RESULTS: In 2012, 206 of 1804 survey respondents were hospitalists (11%); 180 of these 206 individuals responded again in 2016, and 122 (68%) remained hospitalists. In the multivariable analysis, individuals earning $$175 000 were more likely than those earning less (adjusted odds ratio [aOR] 5 3.93; 95% confidence interval [CI]: 1.26-12.25) and those more satisfied with their job were more likely than those less satisfied (aOR 5 3.28; 95% CI: 1.22-8.80) to remain hospitalists. Respondents with more concern about educational debt were less likely than those less concerned to remain hospitalists over 5 years (aOR 5 0.42; 95% CI: 0.20-0.90).

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The Med-Peds Hospitalist Workforce: Results From the American Academy of Pediatrics Workforce Survey

Abstract: Med-peds hospitalists are more likely to be newer to practice and be employed by a health care organization than nonhospitalists and to report satisfaction that their training sufficiently prepared them to see adults and children in practice.

Cited by 13 publications

References 4 publications

Challenges in Implementation of the New Accreditation System

Challenges in Implementation of the New Accreditation System

A scoping analysis of the aspects of primary healthcare physician job satisfaction: facets relevant to the Indonesian system

Factors Influencing Career Longevity in Pediatric Hospital Medicine

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