Job Related Affective Well-Being Among Primary Health Care Physicians (original) (raw)
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Erciyes Medical Journal, 2019
Results: Most physicians (73.3%) expressed the medium level of job satisfaction, and their quality of life was good (63%). There was no difference between the FHC physicians' and CHC/PHD physicians' job satisfaction and quality of life levels (p>0.05). While job satisfaction and quality of life were lower in those who frequently thought about quitting their job and those who experienced violence within the past year (p<0.05), it was higher in those who would be physicians if they were to choose their profession again and who were satisfied with the family medicine system (p<0.05). As the job satisfaction of physicians increased, the quality of life also increased (p<0.05). Conclusion: Health policies should be developed and implemented to correct the factors affecting physicians' job satisfaction negatively, especially with regard to violence against physicians.
Determinants of Physicians’ Job Satisfaction
Sultan Qaboos University Medical Journal [SQUMJ]
Objectives: Physician satisfaction with their job can lead to a better quality of care, fewer chances of making errors, and better patient outcomes. The purpose of the study was to examine physician satisfaction; and to assess job satisfaction across several factors, such as quality of care, ease of practice, relationship with leadership, and inter-professional collaboration. Method: A descriptive cross-sectional design was used. Data were collected between July 2019 and January 2020. Participants provided demographic information and completed surveys related to physician satisfaction (13-item Likert type items on a scale from 1 to 5), and inter-professional collaboration (15-item, 4-point Likert scale, ranging from 1 for “strongly disagree” to 4 for “strongly agree”). Multiple linear regressions were used to determine the relationship between overall job satisfaction and demographic features and inter-professional collaboration. Results: Out of 396 physicians who were contacted, 35...
Physician Job Satisfaction in Primary Care
2008
Method: Self-administered questionnaire which consist of two parts: social and personal characteristic part, and job satisfaction survey part. It was distributed to 262 primary health care physicians in December 2006. Job satisfaction survey studied nine aspects (pay, promotion, supervision, fringe benefits, contingent rewards, operating condition, co-workers, nature of work, and communication). Each aspect was studied by 4 items. Job satisfaction measured by 6-likert rating scale, ranging from disagrees very much (rating 1) to agree very much (rating 6).
Journal of General Internal Medicine, 1997
The purpose of this study was to develop a current and comprehensive model of physician job satisfaction. Information was gathered by (1) analysis of open-ended responses from a large group practice physician survey in 1988, and (2) analysis of focus group data of diverse physician subgroups from 1995. Participants were 302 physicians from large-group practices and 26 participants in six focus groups of HMO, women, minority, and inner-city physicians. Data were used to develop a comprehensive model of physician job satisfaction. The large group practice survey data supported the key importance of day-to-day practice environment and relationships with patients and physician peers. Future concerns focused on the effect of managed care on the physician-patient relationship and the ability of physicians to provide quality care. Focus groups provided contemporary data on physician job satisfaction, reinforcing the centrality of relationships as well as special issues for diverse physician subgroups of practicing physicians. New variables that relate to physician job satisfaction have emerged from economic and organizational changes in medicine and from increasing heterogeneity of physicians with respect to gender, ethnicity, and type of practice. A more comprehensive model of physician job satisfac-tion may enable individual physicians and health care organizations to better understand and improve physician work life.
Job Satisfaction Amongst Doctors
The purpose of the study is to explore and present the factors influencing job satisfaction amongst doctors working in various government, corporate and private hospitals. The paper examines the descriptive components that bring in job satisfaction in a much elaborate form. The data was collected from about 118 doctors working in metropolitan cities, district headquarters and rural villages. The findings of the study present the factors underlying job satisfaction, which form the source for various bodies to formulate the policies needed for sustainable and higher quality care and, ultimately, job satisfaction amongst doctors.
Assessment of Physician Well-being, Part Two: Beyond Burnout
Western Journal of Emergency Medicine
Part One of this two-article series reviews assessment tools to measure burnout and other negative states. Physician well-being goes beyond merely the absence of burnout. Transient episodes of burnout are to be expected. Measuring burnout alone is shortsighted. Well-being includes being challenged, thriving, and achieving success in various aspects of personal and professional life. In this second part of the series, we identify and describe assessment tools related to wellness, quality of life, resilience, coping skills, and other positive states. [West J Emerg Med.2019;20(2)291-304.]
M Farrukh Shahzad, 2021
Objective: Psychological factors are important factors affecting the job satisfaction of healthcare providers. This study was carried out to investigate the prevalence of job satisfaction among health care professionals as well as the relationship between the job satisfaction and psychological factors.Purpose of this study was to find out psychological factors among health care professionals and their relationship with the level of job satisfaction Methodology: In this cross-sectional study, Depression, Anxiety, Stress Survey Questionnaire (DASS) and Job Satisfaction Survey Questionnaire (JSS) were used to collect data from 363 health care professionals. The data were tested by using SPSS version 23. Results: The results indicate there is a significant relationship between psychological factors and job satisfaction. Mostly people are dissatisfied with pay, operating condition, benefits and contingent rewards. Conclusion: Psychological factors and other job related factors influence job satisfaction. Therefore, organization must give attention towards these factors to improve the health of medical staff that can improve the patient care and in turn benefits the whole society. By Dr. M Farrukh Shahzad (Co-Author) CEO Shafi Medical & Rehabilitation Complex
Intervention to Promote Physician Well-being, Job Satisfaction, and Professionalism
JAMA Internal Medicine, 2014
IMPORTANCE Despite the documented prevalence and clinical ramifications of physician distress, few rigorous studies have tested interventions to address the problem. OBJECTIVE To test the hypothesis that an intervention involving a facilitated physician small-group curriculum would result in improvement in well-being. DESIGN, SETTING, AND PARTICIPANTS Randomized clinical trial of 74 practicing physicians in the Department of Medicine at the Mayo Clinic in Rochester, Minnesota, conducted between September 2010 and June 2012. Additional data were collected on 350 nontrial participants responding to annual surveys timed to coincide with the trial surveys. INTERVENTIONS The intervention involved 19 biweekly facilitated physician discussion groups incorporating elements of mindfulness, reflection, shared experience, and small-group learning for 9 months. Protected time (1 hour of paid time every other week) for participants was provided by the institution. MAIN OUTCOMES AND MEASURES Meaning in work, empowerment and engagement in work, burnout, symptoms of depression, quality of life, and job satisfaction assessed using validated metrics. RESULTS Empowerment and engagement at work increased by 5.3 points in the intervention arm vs a 0.5-point decline in the control arm by 3 months after the study (P = .04), an improvement sustained at 12 months (+5.5 vs +1.3 points; P = .03). Rates of high depersonalization at 3 months had decreased by 15.5% in the intervention arm vs a 0.8% increase in the control arm (P = .004). This difference was also sustained at 12 months (9.6% vs 1.5% decrease; P = .02). No statistically significant differences in stress, symptoms of depression, overall quality of life, or job satisfaction were seen. In additional comparisons including the nontrial physician cohort, the proportion of participants strongly agreeing that their work was meaningful increased 6.3% in the study intervention arm but decreased 6.3% in the study control arm and 13.4% in the nonstudy cohort (P = .04). Rates of depersonalization, emotional exhaustion, and overall burnout decreased substantially in the trial intervention arm, decreased slightly in the trial control arm, and increased in the nontrial cohort (P = .03, .007, and .002 for each outcome, respectively). CONCLUSIONS AND RELEVANCE An intervention for physicians based on a facilitated small-group curriculum improved meaning and engagement in work and reduced depersonalization, with sustained results at 12 months after the study. TRIAL REGISTRATION clinicaltrials.gov Identifier: NCT01159977