The millennial doctor – A blue collar worker?

Osanlou, Orod; Hull, Richard

doi:10.7861/futurehosp.4-1-45

Cited by 4 publications

(1 citation statement)

References 8 publications

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“…As more early‐career doctors in many countries are women, 26,35,36 and if more male early‐career doctors now wish to achieve a better work‐life balance in their training posts and jobs, specialties, which have been traditionally male‐dominated and perceived to have long hours and inflexible working patterns, may struggle to recruit 28,36‐40 . Career breaks may become more common for both genders as these appear to be increasingly related to a wish to improve work‐life balance 19,38,41,42 …”

Section: Introductionmentioning

confidence: 99%

Today's doctors: What do men and women value in a training post?

et al. 2020

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Objectives: Recent studies suggest that traditional male-female differences may be changing in terms of what is valued in a medical career but there have been no studies directly quantifying the relationship between gender and stated career-related preferences. To address this gap, we examined the differences between male and female doctors in terms of the strength of their work-related preferences at the point of eligibility to enter residency or specialty training in the UK. Methods:This was a quantitative study using a survey incorporating a discrete choice experiment (DCE). Respondents were asked a series of questions in which they had to choose between two or more scenarios, differing in terms of attributes. The attributes were: location; familiarity with specialty; culture of the working and learning environment; earnings; working conditions, and opportunities for professional development. The main outcome measure was willingness to accept compensation to forgo a desirable attribute within a training position. Conditional logistic regression models were run separately for males and females. Results:A total of 5005 out of 6890 (73%) Foundation Year 2 doctors completed the DCE. The relative value of each attribute was similar for males and females, with location most valued and familiarity with the specialty least valued. There was a pattern of female respondents valuing the move between the best and worst levels of each training attribute more than men, and significantly more than men in respect of the importance of working culture. Conclusions:This study adds to existing knowledge in terms of quantifying gendered values in respect of training or residency preferences. That men value a supportive working culture significantly less than women is well established. However, our findings that location, working conditions and working culture are increasingly important to both men and women, suggests that traditional gender norms may be changing.This intelligence can inform gender-responsive workforce planning and innovation, and future research. | 409 SCANLAN et AL.

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Section: Introductionmentioning

confidence: 99%

Today's doctors: What do men and women value in a training post?

et al. 2020

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Is there an association between nurse, clinical teacher and peer feedback for trainee doctors’ medical specialty choice? An observational study in Taiwan

et al. 2018

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ObjectivesThis study explored whether there is an association between medical trainees’ future specialty choices and the 360-degree feedback they receive. We hypothesised that the higher the scores that teachers, trainees and/or nurses give to postgraduate year 1s (PGY1s) in any given specialty, the more likely that they will choose that specialty for their residency.SettingThe study was conducted in a large regional teaching hospital in Taiwan.ParticipantsThe participants of this study were n=66 PGY1s who had completed their medical studies domestically or internationally and had received their PGY1 training in a single teaching hospital in southern Taiwan. Data from 990 assessments were included.Primary and secondary outcome measuresLogistic regression analyses for teachers’, nursing staff and peers’ authentic assessments of trainees were undertaken for (1) desired specialty, (2) applied specialty, (3) enrolled specialty, (4) consistency between desired and applied specialties, (5) consistency between applied and enrolled specialties and (6) consistency between desired and enrolled specialties. Alpha was set at p<0.05.ResultsNursing staff scores were significantly associated with all six dependent variables. Furthermore, teachers’ scores were significantly associated with trainees’ desired specialty and the consistency between desired and enrolled specialty. Peers’ scores were not significantly associated with any dependent variable.ConclusionsTrainees’ specialty choices are associated with scores given by nursing staff and clinical teachers. We suggest that qualitative research methods should further explore this association to ascertain whether PGY1s are consciously influenced by these scores and if so, in what way.

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Failing to retain a new generation of doctors: qualitative insights from a high-income country

Humphries

Crowe

Brugha

2018

BMC Health Serv Res

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BackgroundThe failure of high-income countries, such as Ireland, to achieve a self-sufficient medical workforce has global implications, particularly for low-income, source countries. In the past decade, Ireland has doubled the number of doctors it trains annually, but because of its failure to retain doctors, it remains heavily reliant on internationally trained doctors to staff its health system. To halve its dependence on internationally trained doctors by 2030, in line with World Health Organisation (WHO) recommendations, Ireland must become more adept at retaining doctors.MethodThis paper presents findings from in-depth interviews conducted with 50 early career doctors between May and July 2015. The paper explores the generational component of Ireland’s failure to retain doctors and makes recommendations for retention policy and practice.ResultsInterviews revealed that a new generation of doctors differ from previous generations in several distinct ways. Their early experiences of training and practice have been in an over-stretched, under-staffed health system and this shapes their decision to remain in Ireland, or to leave. Perhaps as a result of the distinct challenges they have faced in an austerity-constrained health system and their awareness of the working conditions available globally, they challenge the traditional view of medicine as a vocation that should be prioritised before family and other commitments. A new generation of doctors have career options that are also strongly shaped by globalisation and by the opportunities presented by emigration.DiscussionUnderstanding the medical workforce from a generational perspective requires that the health system address the issues of concern to a new generation of doctors, in terms of working conditions and training structures and also in terms of their desire for a more acceptable balance between work and life. This will be an important step towards future-proofing the medical workforce and is essential to achieving medical workforce self-sufficiency.Electronic supplementary materialThe online version of this article (10.1186/s12913-018-2927-y) contains supplementary material, which is available to authorized users.

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The millennial doctor – A blue collar worker?

Cited by 4 publications

References 8 publications

Today's doctors: What do men and women value in a training post?

Today's doctors: What do men and women value in a training post?

Is there an association between nurse, clinical teacher and peer feedback for trainee doctors’ medical specialty choice? An observational study in Taiwan

Failing to retain a new generation of doctors: qualitative insights from a high-income country

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