Surgery resident working conditions and job satisfaction

Department of Surgery, University of Kentucky, Lexington, KY 40536-0298, USA.
Surgery (Impact Factor: 3.38). 08/2008; 144(2):332-338.e5. DOI: 10.1016/j.surg.2008.03.038
Source: PubMed


Medical students demonstrate decreased interest in surgical residencies and resident attrition after entry into programs has been reported at 14% to 20%. This study surveyed surgery residents regarding working conditions and how those conditions influenced their job satisfaction.
A new survey was developed to measure residents' working conditions. Questions generated from literature review were expanded and validated through focus groups at 2 academic medical centers. The resulting survey was administered on general/vascular surgery services at 52 hospitals along with a job-satisfaction scale. Questions were grouped into composite measures using factor analysis. Correlations were calculated between working conditions and job satisfaction at the individual and the hospital level.
In 844 returned surveys, resident job satisfaction did not correlate with age, sex, or postgraduate year. Perceived quality of patient care was the strongest (R = .51) of 68 items that did correlate (P < .01). Duty hours correlated less strongly (R = -.17). At the aggregate hospital level, effective ancillary staff/services (R = .77), empathetic nurses (R = .69), and attending teaching, appreciation and openness to suggestions (R = .49) correlated positively; scutwork (R = -.63) and erroneous paging (R = -.37) correlated negatively.
Our data confirm prior studies indicating that the teaching skills of the attending and the duty hours influence resident satisfaction. More important than these factors, however, were the effectiveness of systems and staff that facilitate the residents' job-care of the patient. Resident satisfaction and student recruitment efforts could be enhanced by the Program and Hospital Director's correction of deficiencies in these areas.

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    • "Our results also showed that the number of teaching physicians and that of inpatients had a positive effect on hospital choices. Previous studies also indicated that the quality of training environments, such as teaching skills of attending physicians and opportunities to learn clinical skills, was a significant factor that affected resident’s choice of specialty and training location, and job satisfaction [25,27,44,45]. Although the number of teaching physicians does not necessarily guarantee the quality of teaching, busy attending physicians were reported to decrease residents’ satisfaction with the quality of attending teaching in the US national survey of surgical residents [45]. "
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    ABSTRACT: Background Previous studies have investigated factors that are influential on the choice of training hospitals among residency physicians, but the effect of salary was not conclusive. In this study, we aimed to examine whether a higher salary attracted more residents to non-university hospitals participating in the Japanese Residency Matching Programme. Methods Data on 475 hospitals/programmes between 2006 and 2009 were available for analysis. We first conducted an ordinary least squares regression analysis on the ratio of the number of applicants to the residency programme quota as an index of resident’s choice, for comparison with previous studies. We further performed panel data analysis to better control for unobserved heterogeneity across hospitals, which could be confounded by the amount of salary. We also performed stratified analysis by the population size of the hospital location. Results In ordinary least squares regression, salary showed a positive, but not significant association, with the ratio of the number of applicants to the programme quota, while the results of a fixed effect model exhibited a positive and significant effect of salary (ε= 0.4995, P = 0.015) on the ratio. Analysis stratified by city size showed that the elasticity of salary was comparable (ε= 1.9089, P = 0.016 in large cities versus ε= 1.9185, P = 0.008 in small cities), while that of the number of teaching physicians was larger in large cities (ε= 1.9857, P = 0.009) compared with that in small cities (ε= 1.6253, P = 0.033). The number of teaching physicians had a significant and negative effect modification on salary, implying an antagonistic effect between these two attributes (ε= −1.5223, P = 0.038). Conclusions Our results indicate that the amount of salary influences the choice of training hospitals among medical graduates who choose non-university settings. Use of a monetary reward in a residency programme could be a feasible tactic for hospitals to attract residents.
    Human Resources for Health 03/2013; 11(1):12. DOI:10.1186/1478-4491-11-12 · 1.83 Impact Factor
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    • "In developing a composite score for job satisfaction in Australian doctors, important information about the similarities and differences of job satisfaction in Australian medical clinicians can be determined. Job satisfaction outcomes from the MABEL survey accord with results reported in much of the recent international research literature, indicating that medical practitioners experience high levels of job satisfaction overall (Aasland et al., 2010; Davenport et al., 2008; Kumar, Fischer, Robinson, Hatcher, & Bhagat, 2007; Lindfors et al., 2007; Linzer et al., 2009; McNearney et al., 2008; Rosta et al., 2010), despite earlier concerns about plummeting satisfaction in medicine (Edwards, Kornacki, & Silversin , 2002; McGlone & Chenoweth, 2001; Weinstein & Wolfe, 2007). "
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    Evaluation &amp the Health Professions 03/2011; 35(1):47-76. DOI:10.1177/0163278710397339 · 1.91 Impact Factor
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