Healthcare policy changes in an era of health workforce shortage

Angel, Yoel; Fire, Gil

doi:10.1186/s13584-023-00576-7

Cited by 3 publications

(1 citation statement)

References 16 publications

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“…By the year 2030, there will be a projected global shortage of 18 million healthcare workers (19). In Israel particularly, reduction in the availability of healthcare personnel is expected over the coming years, especially physicians and in certain specialized domains, i.e., anesthesia (20) as well as in the state periphery (21)(22)(23). To address this expected de cit, several strategic measures may be implemented: It was repeatedly suggested to offer nancial and other incentives to attract physicians to areas of need, re-hiring retired physicians that would return to work, but su cient solutions are still missing.…”

Section: Discussionmentioning

confidence: 99%

Combined Empowerment, Continuous Appraisal, Psychological and Career Counseling Improve Medical Cadets’ Satisfaction and May Offset Burnout During Internship Year. An 18-Months Successful Experience in a Tertiary Medical Center

Shoham,

Robinson,

Yehiel

et al. 2024

Preprint

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Background. Following graduation from school of medicine, Israeli medical cadets complete a 12-months training period in hospitals. This year, their jump-start of career, has profound influence on their future contribution to our national workforce. The crisis in the healthcare system is already notable in this group of physicians, with burnout, sense of personal and professional uncertainty and disorientation resulting from the nature of their changing environment. Methods. In the largest Israeli tertiary hospital, we established an education authority, overseeing cadets as trainees rather workers. We offer them constructed, personalized psychological and counselling services with continuous process of appraisal. During an 18-month period we followed their monthly feedback relating to their satisfaction, learning experience and level of socialization with their peers and superiors. The study was designed as comparative research assessing cadets’ satisfaction measurements before, and after intervention as a surrogate marker for their burnout. Results. Comparison of measured parameters amongst our study population (before and after intervention) showed statistically significant improvement, with interns stationed in the surgical departments (n = 86) showing the highest degree of improved satisfaction: the extent of acquiring new knowledge and competencies [Likert questionnaire results (1 to 5 LQR) went from 2.2 ± 1.0 to 3.3 ± 1.42 ; p < 0.005]; experience from the absorption process into the department [LQR from 2.6 ± 1.2 to 3.5 ± 1.56 ; p < 0.05], degree of motivation to recommend peers to apply for residency [LQR from 2.3 ± 1.0 to 3.1 ± 1.6 ; p = 0.05] and the experience of being accepted to the department by the staff nurses [LQR from 2.7 ± 1.3 to 3.5 ± 1.1 ; p < 0.05]. Conclusions. A combined, ongoing process of appraisal, empowerment, psychological and career counseling seems promising in the relenting effort to improve cadets’ satisfaction and hopefully withhold the burnout process of young physicians.

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Section: Discussionmentioning

confidence: 99%

Combined Empowerment, Continuous Appraisal, Psychological and Career Counseling Improve Medical Cadets’ Satisfaction and May Offset Burnout During Internship Year. An 18-Months Successful Experience in a Tertiary Medical Center

Shoham,

Robinson,

Yehiel

et al. 2024

Preprint

View full text Add to dashboard Cite

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Attracting medical school graduates to residency programs in remotely located hospitals: the challenge lies beyond financial incentives

Fried,

Zloto,

Doron

et al. 2024

Isr J Health Policy Res

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Background Recruitment to residency programs in hospitals located in other than major hubs (“remotely located”) is a challenge in many countries. In 2011, the Israeli Ministry of Health launched a 10-year financial incentive to encourage physicians to enroll in residency programs in such hospitals. Nearly 1 billion New Israeli Shekels (260 million US$) were invested in that program which had only limited success. As a new physician association’s collective agreement is impending, we aimed to measure the effectiveness of selected incentives in attracting medical school graduates to residencies in remotely located hospitals. Methods This study included Israeli medical students in their final year of medical school. We used an online questionnaire with multiple-choice demographic questions and a 5-point Likert scale to gauge the effect of various incentives on their preference for residency location. Results Between July and November 2022, 522 students responded (405 studied in Israeli medical schools [out of 705 students] and 117 in foreign medical schools [out of 1936 students]). Forty-two percent had at least one clerkship in a remotely located hospital, and 24% had included at least one remotely located hospital among their top five choices for internship. Only 13% reported that they prefer a residency program in those institutions. The incentive selected by students as most persuasive was government assistance in acceptance to and financial support for a fellowship abroad, followed by a financial grant and fewer on-call hours. Only 7% of the students indicated that no incentive would influence them to choose a remotely located hospital for their residency training. Medical education in a remotely located university and the choice of at least one remotely located hospital among the top five choices for internship were significantly associated with positive incentive receptivity, whereas male sex and older age were associated with negative receptivity. Conclusion This study on the attitudes of Israeli medical school graduates toward incentives aimed at attracting them to residencies in remotely located institutions revealed that career development opportunities and assistance in obtaining fellowships might influence their choice.

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Offsetting Burnout Among Medical Cadets During Internship Year: The Role of Empowerment, Continuous Appraisal, Psychological and Career Counseling. An 18-Months Successful Experience in a Tertiary Medical Center.

Shoham,

Robinson,

Yehiel

et al. 2024

Preprint

View full text Add to dashboard Cite

Background. Following graduation from school of medicine, Israeli medical cadets complete a 12-months training period in hospitals. This year, their jump-start of career, has profound influence on their future contribution to our national workforce. The crisis in the healthcare system begins in this group of physicians, with burnout, sense of personal and professional uncertainty and disorientation resulting from the nature of their changing environment. Methods. In the largest Israeli tertiary hospital, we established an education authority, overseeing cadets as trainees rather workers. We offer them constructed, personalized psychological and counselling services with continuous process of appraisal. All is taking place in a designated unit within our education authority. During an 18-month period we followed their monthly feedbacks relating to their satisfaction, learning experience and level of socialization with their peers and superiors. Results. Statistically significant improvement of monitored parameters was evident, with interns stationed in the surgical departments (n = 86) showing the highest degree of improvement: the extent of acquiring new knowledge and competencies [Likert questionnaire results (1 to 5 LQR) went from 2.2 ± 1.0 to 3.3 ± 1.42 ; p < 0.005]; experience from the absorption process into the department [LQR from 2.6 ± 1.2 to 3.5 ± 1.56 ; p = 0.04], degree of motivation to recommend peers to apply for residency [LQR from 2.3 ± 1.0 to 3.1 ± 1.6 ; p = 0.05] and the experience of being accepted to the department by the staff nurses [LQR from 2.7 ± 1.3 to 3.5 ± 1.1 ; p = 0.03]. Conclusions. An ongoing process of appraisal, empowerment, psychological and career counseling seems promising in the relenting effort to withhold the burnout process of young physicians. We suggest that a policy of constructing in-hospital education authorities will give rise to similar efforts that will take place in more hospitals and for other physicians' populations, e.g. residents and senior physicians.

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Healthcare policy changes in an era of health workforce shortage

Cited by 3 publications

References 16 publications

Combined Empowerment, Continuous Appraisal, Psychological and Career Counseling Improve Medical Cadets’ Satisfaction and May Offset Burnout During Internship Year. An 18-Months Successful Experience in a Tertiary Medical Center

Combined Empowerment, Continuous Appraisal, Psychological and Career Counseling Improve Medical Cadets’ Satisfaction and May Offset Burnout During Internship Year. An 18-Months Successful Experience in a Tertiary Medical Center

Attracting medical school graduates to residency programs in remotely located hospitals: the challenge lies beyond financial incentives

Offsetting Burnout Among Medical Cadets During Internship Year: The Role of Empowerment, Continuous Appraisal, Psychological and Career Counseling. An 18-Months Successful Experience in a Tertiary Medical Center.

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