ABSTRACT. The 2007 UK National Radiotherapy Advisory Group report indicated that the number and type of staff available is one of the ''rate-limiting'' steps in improving productivity in radiotherapy departments. Retaining well-trained, satisfied staff is key to meeting the objectives of the report; burnout is an important factor linked to satisfaction and attrition. The results of a survey measuring burnout in a sample of radiotherapists (therapy radiographers) are presented and considered against norms for the health sector and burnout in therapists from Canada and the USA. Case study methodology was used studying six radiotherapy departments selected because of close geographical proximity and differing vacancy rates for radiotherapists. An anonymous survey of radiotherapists used the Maslach Burnout Inventory (MBI) and other workforce-related measures (e.g. job satisfaction scales, measures of professional plateau, intentions to leave, job characteristics and demographic data); the results of the burnout questionnaire alone are presented in this paper. A total of 97 completed questionnaires were returned (representing a 28% response rate). The average score for emotional exhaustion was higher than the MBI norms, with 38% of respondents reporting emotional exhaustion (an element of burnout). The data presented support and validated a previous qualitative study, and highlighted key areas of concern requiring further study. A correlation between burnout and job dissatisfaction and intention to leave was identified; managers may want to consider encouraging role extension and good leadership qualities in treatment unit leaders to minimise the potential for burnout.

No abstract

No abstract

This work identifies areas for future research to enhance the professional resilience of practitioners, in order to provide high-quality treatments.

Research from Allied Health Professionals (AHPs) is anecdotally known to lag behind that of other professions. The developing research landscape within other therapies and internationally led us to question how UK practice in therapeutic radiography was developing. The aim of the survey was to audit research capacity across therapy radiography in the UK. MethodAn electronic survey was sent to Radiotherapy Service Managers (RSM) and research leads in each of the radiotherapy centres in the UK. An adapted version of the Auditing Research Capacity tool (ARC © tool) was used as the basis of the questionnaire. ResultsA total of 45 RSM responded to the survey (67% response rate) and 30 Research radiographers (RR)(45% response rate). A total of 51 RR were in post equating to 40.3 whole time equivalents and averaging 1 RR per centre. Variation was evident in the commitment to the development of a research culture identified by practices such as linking research to the business planning cycle, inclusion of research in recruitment and advertising materials, or having a nominated therapeutic radiographer lead on research for the department. Over a third of responding centres did not have a research strategy and training for RRs was limited; specifically in areas such as writing funding bids, writing for publication and the research and governance process. ConclusionA number of short and long-term strategies are proposed that should enhance a positive research culture and improve research capacity for therapeutic radiography led research. These include utilisation of the existing infrastructure provided by the National Institute for Health Research, a lead or co-ordinator for research activity with a remit to motivate others. Development of links and networks, and the development of a research strategy linked to wider Trust research priorities. The research strategy should include mentoring or developing appropriate research skills for those engaged in research (including higher degree qualifications). RSMs should also encourage peerreviewed publications, and conference presentations from all staff to ensure research results are disseminated to the wider profession.

Background

High therapist vacancy rates and an unsatisfied workforce reduce the opportunity to meet waiting time targets or maintain high standards of care. Current vacancy rates may conceal true staff shortages because of financial pressures. Levels of job satisfaction among the therapy radiographer workforce are presently unknown. A multi-phase study to investigate job satisfaction of therapy radiographers in the United Kingdom is under way. Phase I was an interpretive grounded theory study and, as interviews progressed, a review of the literature on job satisfaction was warranted (in line with the principles of grounded theory). The purpose of this article is to evaluate the literature on job satisfaction as a way to inform the development of retention strategies within the radiotherapy profession. The discussion is focused under the following three themes identified from our phase I study: job design, leadership and organisational governance, stress and burnout. A number of models within the wider literature can inform retention strategies for radiotherapy managers. In particular, the job characteristics model and the model for job-specific well-being adequately identify factors that are relevant to the work of a therapy radiographer. Ensuring mental challenge through job design and continuing professional development opportunities is vital to retaining staff. Support from immediate managers is also a crucial aspect of workers development of intentions to leave. Manager support can moderate experiences of job stress, limiting job dissatisfaction and reducing leaving intentions. Stress and burnout have been cited as significant in reducing job satisfaction in health workers. In the United States, high levels of emotional exhaustion among radiation therapists highlight the potential for the development of burnout within the UK therapy workforce. The discussion looks at the importance of these characteristics within a general retention strategy and recommends future areas of study.

No abstract