Work Satisfaction and Retirement Plans of Orthopaedic Surgeons 50 Years of Age and Older

Farley, Frances A.; Kramer, Jeffrey; Watkins-Castillo, Sylvia

doi:10.1007/s11999-007-0014-5

Cited by 32 publications

(24 citation statements)

References 8 publications

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“…Several studies [7, 18, 22, 30, 31, 36–39] examined the age that physicians expected to retire, and the age they actually retired (underlined in Table 4). The actual retirement age was found to be consistent with their expected retirement in all studies where the actual and expected retirement ages were jointly reported.…”

Section: Resultsmentioning

confidence: 99%

A systematic review of physician retirement planning

et al. 2016

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BackgroundPhysician retirement planning and timing have important implications for patients, hospitals, and healthcare systems. Unplanned early or late physician retirement can have dire consequences in terms of both patient safety and human resource allocations. This systematic review examined existing evidence on the timing and process of retirement of physicians. Four questions were addressed: (1) When do physicians retire? (2) Why do some physicians retire early? (3) Why do some physicians delay their retirement? (4) What strategies facilitate physician retention and/or retirement planning?MethodsEnglish-language studies were searched in electronic databases MEDLINE, Web of Science, Scopus, CINAHL, AgeLine, Embase, HealthSTAR, ASSA, and PsycINFO, from inception up to and including March 2016. Included studies were peer-reviewed primary journal articles with quantitative and/or qualitative analyses of physicians’ plans for, and opinions about, retirement. Three reviewers independently assessed each study for methodological quality using the Newcastle-Ottawa Scale for quantitative studies and Critical Appraisal Tool for qualitative studies, and a fourth reviewer resolved inconsistencies.ResultsIn all, 65 studies were included and analyzed, of which the majority were cross-sectional in design. Qualitative studies were found to be methodologically strong, with credible results deemed relevant to practice. The majority of quantitative studies had adequate sample representativeness, had justified and satisfactory sample size, used appropriate statistical tests, and collected primary data by self-reported survey methods.Physicians commonly reported retiring between 60 and 69 years of age. Excessive workload and burnout were frequently cited reasons for early retirement. Ongoing financial obligations delayed retirement, while strategies to mitigate career dissatisfaction, workplace frustration, and workload pressure supported continuing practice.ConclusionsKnowledge of when physicians plan to retire and how they can transition out of practice has been shown to aid succession planning. Healthcare organizations might consider promoting retirement mentorship programs, resource toolkits, education sessions, and guidance around financial planning for physicians throughout their careers, as well as creating post-retirement opportunities that maintain institutional ties through teaching, mentoring, and peer support.

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Section: Resultsmentioning

confidence: 99%

A systematic review of physician retirement planning

et al. 2016

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“…This disillusionment was expressed by a sense of frustration with colleagues [38,39] feeling undervalued, lacking prestige [40,41] and a loss of interest in their work [42,44]. Medicolegal issues often arose from a lack of satisfaction with the regulation of medicine for reasons of unwelcome change, bureaucracy, oppressive management [40,42,43] and issues with physician partners [25,37]. Experiencing poor health, cognitive decline, difficulty sleeping and psychological distress were also factors leading to a physician's retirement [22,38,41,[45][46][47][48][49][50][51][52].…”

Section: Reasons For Retiring Earlymentioning

confidence: 99%

“…The decision to retire early was also linked to preserving one's health so they may lead a healthy retirement [38,42]. Financial issues contributing to a physician's early retirement included: increasing costs of retaining a practice, malpractice costs and other economic pressures, [15,39,43,45,53] insufficient financial remuneration and, pension security [42,50,54,55]. Several studies noted that physicians working in institutions or in countries where the policy landscape changed considerably were more inclined to retire because of perceptions around doctoring regulations and poor work satisfaction as a result of circumstances arising from the delivery of care [19].…”

Section: Reasons For Retiring Earlymentioning

confidence: 99%

“…Reasons that physicians gave for delaying retirement included satisfaction with their career [41,43,45,53,[56][57][58], institutional flexibility, [38] a feeling of responsibility for their patients, [38,45,53,[59][60][61] health and a desire to keep active, [36,50,58,61] financial reasons, [43,50,53,54,55,58,[62][63][64] and a lack of interests outside of medicine. 61 Institutional flexibility was a positive driver of a physician's work satisfaction and their desire to remain in practice as they were provided reasonable access to sabbaticals, flexible working hours and control over their job and career development [38,43,54,76].…”

Section: Reasons For Delaying Retirementmentioning

confidence: 99%

“…61 Institutional flexibility was a positive driver of a physician's work satisfaction and their desire to remain in practice as they were provided reasonable access to sabbaticals, flexible working hours and control over their job and career development [38,43,54,76]. Continuing to practice medicine is deeply rooted in a desire to keep active and focus on the social and intellectual elements of continuing to practice [46,50,53].…”

Section: Reasons For Delaying Retirementmentioning

confidence: 99%

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A Systematic Review of Physician Retirement Planning

Silver¹,

Hamilton²,

Biswass³

et al. 2017

Health Syst Policy Res

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IntroductionWhile Japan, parts of Europe and many low-and middleincome countries face concerns about physician shortages, [1][2][3] the physician workforce has been stable or increasing in other regions such as North America and the United Kingdom [4][5][6][7]. Among regions of growth and stability, the momentum of increasing physician supply has largely been driven by the sizable and growing number of physicians who have remained in or re-entered active practice beyond the traditional timing and retirement age of 65 [8,9]. Across OECD countries, nearly onethird of all practicing doctors were on average over 55 years of age (OECD, 2015). In Japan, the percentage of physicians 60 years and older are expected to increase from 20% in 2010 to 36% in 2035, suggesting that if remained unchanged current strategies may insufficiently address future demand for healthcare [10,11].Along with these demographic shifts are rising concerns that an older physician workforce will be faced with increasing cognitive impairment and associated dementia, as well as, physician burnout and deterioration of physical health potentially producing increased medical errors which put patients and quality of care at risk [12]. Physician retirement can also have a potentially negative impact on patient care as discontinuities in patient care can have implications for patient safety [13] and be particularly difficult for older patients who may be experiencing multiple losses [14].The abolition of mandatory retirement in the US has encouraged many physicians to extend their medical careers, while in Japan legislative exemptions to the physician profession have supported physicians in accumulating many decades of experience over the course of their working lives generating greater unpredictability of later career transitions [15,16]. Physician retirement planning A Systematic Review of Physician Retirement Planning AbstractBackground: This systematic review identified empirical studies to elaborate on the understudied aspect of retirement timing related to physician's preparation and engagement with the retirement planning process. Four questions were addressed: 1) When do physicians retire? 2) Why do some physicians retire early? 3) Why do some physicians delay their retirement? 4) What are some strategies that facilitate physician retention and/or retirement planning? Methods and Findings:English-language studies were searched in electronic databases through June 2015 to meet the following inclusion criteria: peerreviewed primary journal articles, published with quantitative or qualitative analyses of planning and opinions about physician retirement. Three independent reviewers assessed each study for methodological quality and a third reviewer resolved inconsistencies. In total, 60 studies meet the inclusion criteria and were analyzed. Representative sampling was used in 75% of studies, however most did not control for confounding variables. The majority were methodologically strong. Physicians commonly reported retiring between 60 and 69 year...

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Bleeding talent: A lesson from industry on embracing physician workforce challenges

Kneeland

Kneeland²,

Wachter

2010

Journal of Hospital Medicine

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Disclosure: Nothing to report.Shortages of both generalist and specialist physicians are intensifying as the US healthcare system confronts an unprecedented confluence of demographic pressures, including an aging population, the retirement of thousands of babyboomer physicians, the growth of nonpractice opportunities for MDs, and physician demands for greater work-life balance. This work posits that the medical profession might benefit from recognizing how progressive nonmedical companies systematically approach similar ''talent shortages'' through a recruiting and retention strategy called ''talent facilitation.'' It highlights the 4 actions of talent facilitation (attract, engage, develop, and retain) and provides examples of how each action might be utilized to address medicine's recruitment and retention challenges. Although other policy maneuvers are needed to address overall physician workforce shortages (such as the planned opening of more medical schools and changes in the payment system to promote primary care), the talent facilitation approach can help individual organizations meet their needs and those of their patients.

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Work Satisfaction and Retirement Plans of Orthopaedic Surgeons 50 Years of Age and Older

Abstract: Retirement age and practice patterns before retirement are important for making accurate workforce predictions for orthopaedic surgeons.

Cited by 32 publications

References 8 publications

A systematic review of physician retirement planning

A systematic review of physician retirement planning

A Systematic Review of Physician Retirement Planning

Bleeding talent: A lesson from industry on embracing physician workforce challenges

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