The Work Lives of Women Physicians. Results from the Physician Work Life Study

McMurray, Julia E.; Linzer, Mark; Konrad, Thomas R.; Douglas, Jeffrey A.; Shugerman, Richard P.; Nelson, Kathleen G.

doi:10.1111/j.1525-1497.2000.im9908009.x

Cited by 240 publications

(306 citation statements)

References 36 publications

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“…Respondents were defined as having burnout symptoms if they had a response of 3 or higher on a validated single-item 5-point scale. 21,34 Weighted responses to the career longevity items were tabulated with burnout status, and significance was calculated using the chi-square test. Statistical significance was defined by alpha less than 0.05.…”

Section: Discussionmentioning

confidence: 99%

Worklife and Satisfaction of Hospitalists: Toward Flourishing Careers

et al. 2011

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BACKGROUND:The number of hospitalists in the US is growing rapidly, yet little is known about their worklife to inform whether hospital medicine is a viable longterm career for physicians. OBJECTIVE: Determine current satisfaction levels among hospitalists. DESIGN: Survey study. METHODS: A national random stratified sample of 3,105 potential hospitalists plus 662 hospitalist employees of three multi-state hospitalist companies were administered the Hospital Medicine Physician Worklife Survey. Using 5-point Likert scales, the survey assessed demographic information, global job and specialty satisfaction, and 11 satisfaction domains: workload, compensation, care quality, organizational fairness, autonomy, personal time, organizational climate, and relationships with colleagues, staff, patients, and leader. Relationships between global satisfaction and satisfaction domains, and burnout symptoms and career longevity were explored. RESULTS: There were 816 hospitalist responses (adjusted response rate, 25.6%). Correcting for oversampling of pediatricians, 33.5% of respondents were women, and 7.4% were pediatricians. Overall, 62.6% of respondents reported high satisfaction (≥4 on a 5-point scale) with their job, and 69.0% with their specialty. Hospitalists were most satisfied with the quality of care they provided and relationships with staff and colleagues. They were least satisfied with organizational climate, autonomy, compensation, and availability of personal time. In adjusted analysis, satisfaction with organizational climate, quality of care provided, organizational fairness, personal time, relationship with leader, compensation, and relationship with patients predicted job satisfaction. Satisfaction with personal time, care quality, patient relationships, staff relationships, and compensation predicted specialty satisfaction. Job burnout symptoms were reported by 29.9% of respondents who were more likely to leave and reduce work effort. CONCLUSIONS:Hospitalists rate their job and specialty satisfaction highly, but burnout symptoms are common. Hospitalist programs should focus on organizational climate, organizational fairness, personal time, and compensation to improve satisfaction and minimize attrition.

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Section: Discussionmentioning

confidence: 99%

Worklife and Satisfaction of Hospitalists: Toward Flourishing Careers

et al. 2011

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“…13,23,25,26 Large numbers of primary care physicians work in stressful environments that they describe as busy, tending toward hectic or chaotic. More than a quarter report mental health difficulties and burnout symptoms, and close to one-third are moderately likely to leave their job in 2 years.…”

Section: Discussionmentioning

confidence: 99%

Organizational Climate, Stress, and Error in Primary Care:: The MEMO Study

Linzer

Manwell²,

Mundt³

et al. 2005

PsycEXTRA Dataset

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Background: The impact of organizational climate on physicians and their patients is not well understood. The Minimizing Error, Maximizing Outcome (MEMO) Study investigates this question through a conceptual model that relates office working conditions to quality of care, as mediated by physician reactions. Methods: MEMO is a longitudinal study of physicians and patients in New York, Chicago, and the state of Wisconsin, including Milwaukee and Madison. Physician surveys assessed office environment and organizational climate (OC). Stress was measured using a 4-item scale, past errors were self reported, and the likelihood of future errors was self-assessed using the OSPRE (Occupational Stress and PReventable Error) measure. Factor analysis revealed new domains of OC. Regression analyses assessed predictors of stress, past errors, and future errors. Results: Among 420 physician respondents, predominantly from general medicine and family medicine practices, 38 percent described their office environment as busy, tending toward chaotic, while another 10 percent described their office environment as hectic or chaotic. Sixty-one percent agreed their work was stressful; 27 percent noted burnout symptoms; and 31 percent of respondents said they were at least moderately likely to leave their jobs within 2 years. The domains of OC (with related Cronbach's alpha values) were: leadership/governance (.86), quality emphasis (.86), belonging/trust (.79), information/communication (.68), and cohesiveness (.66). Chaotic office atmosphere was strongly associated with physician stress (P = .001), while a lack of quality emphasis was associated with past errors (P < .005), and a lack of emphasis on information and communication was associated with a higher likelihood of future errors (P < .02). Less trust in the organization was associated with an intent to leave (P = .001). Other variables associated with physician outcomes included age, gender, ethnicity, work hours, work control, inadequate resources, and a lesser emphasis on diversity. Conclusions: Physician stress is prevalent in primary care; stress and the likelihood of making errors are associated with organizational climate and office environment. Primary care offices could be made safer by emphasizing information systems, promoting a culture of quality, and improving the hectic environment.

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“…Potential factors discouraging female residents towards fellowship training include differential domestic and childcare responsibilities, 14 importance on income potential, 15 and susceptibility to burnout. 16 Females are also underrepresented in academic anesthesia, and studies of U.S. academic anesthesiologists suggest that females have less research productivity compared with their male colleagues. 17 Nevertheless, when analyzing mid-career research productivity, females surpass their male colleagues, 17 suggesting that future contributions of females to academic departments should not be overlooked when considering departmental hiring policies.…”

Section: Future Practice Locationmentioning

confidence: 99%

Perspectives of anesthesia residents training in Canada on fellowship training, research, and future practice location

Khan

Gilbert

Sharma

et al. 2015

Can J Anesth/J Can Anesth

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Purpose We conducted this study to determine the preferences of anesthesia residents training in Canada for fellowship training, research, and future practice location and to identify the factors that influence those preferences. Methods Using a cross-sectional study design, a survey was sent to all anesthesia residents enrolled at an accredited Canadian anesthesiology residency program (N = 629). Data were collected on demographics and preferences for fellowship training, research, and future practice location. A multivariable logistic regression model was used to determine significant associations. Results Two hundred forty-four residents (39%) responded to the survey. Seventy percent of residents intended to pursue fellowship training. The top three fellowships they favoured were regional anesthesia, intensive care, and cardiac anesthesia. Male sex was positively associated with the decision to pursue fellowship training, whereas having an additional graduate degree was negatively associated with this choice. Among those pursuing fellowship training, the most influential factors were personal interest, enhancing employability, and an interest in an academic career. Fiftyseven percent of residents preferred to work at an academic hospital. Thirty-four percent of residents intended to incorporate research into their future practice, and personal interest, employability, and colleagues were most influential in their decision. Research activity and publishing in residency were associated with the desire to pursue future research initiatives. Conclusion The majority of anesthesia residents training in Canada choose to pursue fellowship training and work

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The Work Lives of Women Physicians. Results from the Physician Work Life Study

Abstract: Gender differences exist in both the experience of and satisfaction with medical practice. Addressing these gender differences will optimize the participation of female physicians within the medical workforce.

Cited by 240 publications

References 36 publications

Worklife and Satisfaction of Hospitalists: Toward Flourishing Careers

Worklife and Satisfaction of Hospitalists: Toward Flourishing Careers

Organizational Climate, Stress, and Error in Primary Care:: The MEMO Study

Perspectives of anesthesia residents training in Canada on fellowship training, research, and future practice location

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