Work-Related Intervention Needs and Potential Occupational Outcomes among Medical Assistants: A Cross-Sectional Study

Abstract

Medical assistants’ (MAs) working conditions have been characterized as precarious, and workplace-related intervention needs have been identified. However, strategies to change the MAs adverse working conditions are mostly seen on an individual level, including leaving the employer or even the profession. Since such intentions are antecedents of actual turnover, we aimed to quantify the potential link of reported unmet intervention needs with unfavorable occupational outcomes. Data were collected by means of a nationwide survey among medical assistants (n = 994) in Germany (September 2016–April 2017). The three subscales working conditions, reward from the supervisor, and task-related independence were derived from a 12-item instrument regarding work-related interventions needs (the independent variables). We used subscale-specific z-scores and a total needs z-score. The four outcome variables (i.e., intention to leave the employer, intention to leave the MA profession, choosing MA profession again, and recommending MA profession to young people) were dichotomized, and logistic regression analyses were performed and limited to MAs in employment (n = 887). We found that increasing needs according to the categorized total needs score were associated with increasing odds of all occupational outcomes. Needs pertaining to working conditions and reward from the supervisor were the strongest determinants of MAs’ consideration of leaving their employer or profession (Odds ratios: 1.55–2.61). In summary, our study identified unmet work-related intervention needs that are associated with unfavorable occupational outcomes. In light of staffing shortage in health care, the identified needs should be addressed to ensure that sufficient recruitment of junior staff in the profession of medical assistants remains feasible and that experienced staff is retained.

Associations between Psychosocial Working Conditions and Quality of Care (i.e., Slips and Lapses, and Perceived Social Interactions with Patients)—A Cross-Sectional Study among Medical Assistants

“…However, starting points may be to improve practice organization to decrease slips and lapses. In prior work [ 49 ], we suggested structural processes as a promising intervention target: redefining responsibilities as well as clarifying delegation and division of labor could help to reduce and reorganize workload [ 2 , 49 ]. In a review, it was proposed to balance interruptions and patient accessibility to reduce error-producing conditions [ 50 ].…”

The Relationship of Medical Assistants’ Work Engagement with Their Concerns of Having Made an Important Medical Error: A Cross-Sectional Study

“…We drew on cross-sectional data from the follow-up assessment of a cohort study of medical assistants in Germany. Briefly, between September 2016 and April 2017, we carried out the baseline survey [ 2 , 29 , 30 ]. We collected data mainly through an online survey; however, medical assistants could also request to receive hard copies for completion.…”

Work-Related Intervention Needs of Medical Assistants and How to Potentially Address Them according to Supervising General Practitioners: A Qualitative Study

“…Interviews were digitally recorded and transcribed. All interviews were conducted and analyzed by JS who has an educational background in public health and is experienced in occupational health research [12,17] and qualitative research [20,21]. The material was analyzed using the software package MAXQDA 12 based on qualitative content analysis according to Mayring [22].…”

“…In small enterprises in Germany, such as physician practices, work councils are not mandatory. Therefore, if MAs wanted to talk about improving their working conditions, they would need to contact and potentially criticize their supervisor of whom they are also financially dependent [14,17]. As a consequence, MAs most dissatisfied with their working conditions report not to pursue collective changes such as joining professional associations [9].…”

“…Exploratory factor analysis was used to classify needs and yielded three subscales, i.e., working conditions, supervisor rewards, and task-related independence based on 12 items [12] Klicken Sie hier, um Text einzugeben. Those need subscales-in particular those pertaining to working conditions (e.g., less multitasking, more staff) and rewards from the supervisor (e.g., higher salary, understanding from supervisor)-were significantly associated with the intention to leave the employer as well as the intention to leave the profession [17], which highlights the importance to consider these needs. The fact that very few sociodemographic or occupational characteristics showed associations with the work-related intervention needs implies that there are no high-risk groups [12].…”