The Wicked Problem of Physician Well-Being

Sinskey, Jina L.; Margolis, Rebecca D.; Vinson, Amy E.

doi:10.1016/j.anclin.2022.01.001

Cited by 18 publications

(22 citation statements)

References 35 publications

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“…Namely, several studies included in this review argue that the implementation of coaching interventions can foster discussions about organisational structure and teamwork and, thereby, affect organisational culture 43,47,57,59,61,63,64,79,80 . This may be particularly relevant in healthcare organisations, for which the deep‐seated drivers of burnout and attrition rates reside within the workplace culture and environment 81,82 . Additional individual‐ and systems‐level research is needed to explore the link between organisational culture and coaching interventions;…”

Section: Discussionmentioning

confidence: 99%

“…43,47,57,59,61,63,64,79,80 This may be particularly relevant in healthcare organisations, for which the deepseated drivers of burnout and attrition rates reside within the workplace culture and environment. 81,82 Additional individual-and systems-level research is needed to explore the link between organisational culture and coaching interventions;…”

Section: Future Researchmentioning

confidence: 99%

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Implementing coaching programmes for healthcare professionals—A review of the barriers and facilitators

Jansen,

Czabanowska,

de Pagter

et al. 2024

Health Planning & Management

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BackgroundThe European Union faces severe and worsening personnel shortages in healthcare. Coaching has emerged as a human‐centred strategy to enhance sustainable employment and retention. While the number of efficacy studies on coaching continues to grow, knowledge about the barriers and facilitators to implementing coaching interventions among healthcare professionals (HCPs) remains scarce.ObjectivesThis systematic review aimed to describe common barriers and facilitators to the implementation of coaching interventions for HCPs.MethodsIn April 2023, five databases were searched for eligible articles. Barriers and facilitators were systematically identified and mapped onto the constructs of the Consolidated Framework for Implementation Research (CFIR). Directed content analysis yielded thematic areas and a reporting frequency.ResultsA total of thirty (n = 30) studies were included in this review, representing twenty‐five (n = 25) distinct coaching programmes. Implementation determinants were clustered under two CFIR domains: the Inner Setting (8 facilitators, 5 barriers) and Implementation Process (6 facilitators, 1 barrier). Barriers included (i) limited organisational capacity, (ii) lack of psychological safety, (iii) competing work demands, and (iv) insufficient leadership buy‐in, while facilitators were the (i) allocation of protected time for participants and coaches, (ii) promotion through opinion leaders, (iii) embeddedness in existing Continuous Professional Development programmes, and (iv) programme co‐creation.ConclusionThe findings of this study provide practical insights to guide the future implementation of coaching interventions at an organisational level. In particular, the identified barriers and facilitators suggest, for optimal efficacy and sustainment, coaching interventions must be implemented within a safe, supportive organisational climate.

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Section: Discussionmentioning

confidence: 99%

Section: Future Researchmentioning

confidence: 99%

Implementing coaching programmes for healthcare professionals—A review of the barriers and facilitators

Jansen,

Czabanowska,

de Pagter

et al. 2024

Health Planning & Management

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“…The synergic approach between health worker strategies and patient safety policies [42,43] • Development of linkages between various quality improvement programs related to health workers' safety as well as patient safety.…”

Section: 3mentioning

confidence: 99%

Occupational Stress among Health Care Workers

Joshi¹,

Modi²,

Singhal³

et al. 2023

Identifying Occupational Stress and Coping Strategies

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Occupational stress is a harmful response particularly physical and emotional, due to a mismatch between job requirements and the qualifications, resources, and worker’s needs; its chronic form is termed “Burnout.” Stress among health care workers is multifactorial. Its prevalence among healthcare professionals ranges from 27−87.4%. Occupational stress is a significant reason for physical and mental health, substance use, work-related delay, absenteeism, and emigration rate. Additionally, it can lead to patient safety concerns and poor quality of care. The mismatch between job requirements and the available resources, work overload, working environment, work experience, workplace conflict, gender discrimination, marital status, educational status, job satisfaction, and not being rewarded were some of the factors significantly associated with occupational stress among health care professionals. Moreover, the coronavirus disease 2019 (COVID-19) pandemic introduced additional stressors, such as staff redeployment and the fear of infection. WHO identified good primary health care as fundamental for achieving universal health coverage without financial hardship. Healthcare professionals’ physical and mental well-being is crucial for attaining this. Developing culturally and organizationally appropriate early interventions is the need of the hour to prevent a health care worker from entering a stress level that is non-adaptable beyond their coping abilities.

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“…Indeed, current reflections on the underlying causes of burnout suggest it is a symptom of a broken health care system. The term "moral injury" has been suggested to be more apt than "burnout" to describe the plight of health care workers, since we, the caregivers, are increasingly faced with a multitude of external factors in the care environment that compete with what we have long sought as our professional goals: to heal, to comfort, and to act in our patients' best interests (5)(6)(7).…”

mentioning

confidence: 99%