Refining the Measurement of Physician Job Satisfaction

Williams, Eric S.; Konrad, Thomas R.; Linzer, Mark; McMurray, Julia E.; Pathman, Donald E.; Gerrity, Martha S.; Schwartz, Mark D.; Scheckler, William E.; Kirk, Judith Van; Rhodes, Elnora; Douglas, J. A.

doi:10.1097/00005650-199911000-00006

Cited by 235 publications

(125 citation statements)

References 14 publications

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“…The clinician survey was derived in part from our Physician Worklife Study instrument, 14,15 and included our five-item global job satisfaction measure and a newly implemented four-item job stress measure. 21 Organizational climate was measured using a scale adapted from Kralewski's instrument, 20 which was developed for use in physician offices.…”

Section: Methodsmentioning

confidence: 99%

“…These factors may, in turn, have a direct impact on patient outcomes including satisfaction, quality, and errors. This model was derived from our earlier work, the Physician Worklife Study 14,15 as well as the pioneering work of Lazarus and Folkman, 16 and Ivancevich and Matteson. 17 Organizational climate in health care (i.e., the perception of culture by those within it) has been described by several authors, including Shortell, 18 Wakefield, 19 and Kralewski.…”

Section: Introductionmentioning

confidence: 99%

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Organizational Climate, Stress, and Error in Primary Care:: The MEMO Study

Linzer

Manwell²,

Mundt³

et al. 2005

PsycEXTRA Dataset

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Background: The impact of organizational climate on physicians and their patients is not well understood. The Minimizing Error, Maximizing Outcome (MEMO) Study investigates this question through a conceptual model that relates office working conditions to quality of care, as mediated by physician reactions. Methods: MEMO is a longitudinal study of physicians and patients in New York, Chicago, and the state of Wisconsin, including Milwaukee and Madison. Physician surveys assessed office environment and organizational climate (OC). Stress was measured using a 4-item scale, past errors were self reported, and the likelihood of future errors was self-assessed using the OSPRE (Occupational Stress and PReventable Error) measure. Factor analysis revealed new domains of OC. Regression analyses assessed predictors of stress, past errors, and future errors. Results: Among 420 physician respondents, predominantly from general medicine and family medicine practices, 38 percent described their office environment as busy, tending toward chaotic, while another 10 percent described their office environment as hectic or chaotic. Sixty-one percent agreed their work was stressful; 27 percent noted burnout symptoms; and 31 percent of respondents said they were at least moderately likely to leave their jobs within 2 years. The domains of OC (with related Cronbach's alpha values) were: leadership/governance (.86), quality emphasis (.86), belonging/trust (.79), information/communication (.68), and cohesiveness (.66). Chaotic office atmosphere was strongly associated with physician stress (P = .001), while a lack of quality emphasis was associated with past errors (P < .005), and a lack of emphasis on information and communication was associated with a higher likelihood of future errors (P < .02). Less trust in the organization was associated with an intent to leave (P = .001). Other variables associated with physician outcomes included age, gender, ethnicity, work hours, work control, inadequate resources, and a lesser emphasis on diversity. Conclusions: Physician stress is prevalent in primary care; stress and the likelihood of making errors are associated with organizational climate and office environment. Primary care offices could be made safer by emphasizing information systems, promoting a culture of quality, and improving the hectic environment.

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Section: Methodsmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Organizational Climate, Stress, and Error in Primary Care:: The MEMO Study

Linzer

Manwell²,

Mundt³

et al. 2005

PsycEXTRA Dataset

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“…6 In brief, we randomly sampled 5704 physicians, oversampling minority physicans and sampling women physicians in proportion to their prevalence in practice. Four mailings of a validated 140-item questionnaire 7 yielded an adjusted response rate of 52% (n ϭ 2326). A "wave analysis," comparing early and late respondents, suggested little effect of late or nonresponse.…”

Section: Methodsmentioning

confidence: 99%

Part-time medical practice: Where is it headed?

McMurray

Heiligers

Shugerman

et al. 2005

The American Journal of Medicine

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One of the fundamental tenets of medicine has been the centrality of the profession as a life calling; physicians work long hours and routinely sacrifice personal interests for professional demands. In 1993, only 13% of clinical faculty and 6% of basic science faculty members of U.S. medical schools worked part-time. 1 Historically, female physicians have been more likely than their male counterparts to work less than full time. Yet, despite increasing numbers of women in medicine and increased interest in personal time for self and family, U.S. medical workforce projections have forecast only a 3% decrease in the anticipated full-time equivalent of physicians over the next 10 years. 2 Trends in the general workforce provide a backdrop for changes in U.S. physicians' work hours. Over the past 20 years, full-time employment of women has increased 46%, while part-time employment has increased 88%. In 1988, women were 67% of the parttime labor force and 40% of the full-time labor force in the United States. 3,4 The percentage of women in the first year classes of U.S. medical students increased nationwide throughout the 1990s. These trends would indicate that an increase in interest in part-time work is likely to occur among U.S. physicians.The Netherlands has a health care system that includes prepaid and fee-for-service health care as well as Supported by grants from:

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“…The self-administered physician survey was derived from the Physician Worklife Survey (PWS) 10,11 and from content analysis of MEMO focus groups. Physicians were asked if they worked full-time or part-time and reported the average number of weekly work hours.…”

Section: Survey Contentmentioning

confidence: 99%

Part-Time Physicians…Prevalent, Connected, and Satisfied

et al. 2008

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OBJECTIVE:The health care workforce is evolving and part-time practice is increasing. The objective of this work is to determine the relationship between part-time status, workplace conditions, and physician outcomes. DESIGN:Minimizing error, maximizing outcome (MEMO) study surveyed generalist physicians and their patients in the upper Midwest and New York City. MEASUREMENTS AND MAIN RESULTS:Physician survey of stress, burnout, job satisfaction, work control, intent to leave, and organizational climate. Patient survey of satisfaction and trust. Responses compared by part-time and full-time physician status; 2-part regression analyses assessed outcomes associated with part-time status. Of 751 physicians contacted, 422 (56%) participated. Eighteen percent reported part-time status (n=77, 31% of women, 8% of men, p<.001). Parttime physicians reported less burnout (p<.01), higher satisfaction (p<.001), and greater work control (p<.001) than full-time physicians. Intent to leave and assessments of organizational climate were similar between physician groups. A survey of 1,795 patients revealed no significant differences in satisfaction and trust between part-time and full-time physicians.CONCLUSIONS: Part-time is a successful practice style for physicians and their patients. If favorable outcomes influence career choice, an increased demand for parttime practice is likely to occur.

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Refining the Measurement of Physician Job Satisfaction

Abstract: Physician job satisfaction is a complex phenomenon that can be measured using the PWS.

Cited by 235 publications

References 14 publications

Organizational Climate, Stress, and Error in Primary Care:: The MEMO Study

Organizational Climate, Stress, and Error in Primary Care:: The MEMO Study

Part-time medical practice: Where is it headed?

Part-Time Physicians…Prevalent, Connected, and Satisfied

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