Physician Work Motivation
Conditions
Brief summary
Development and validation of a measure of physician work motivation.
Detailed description
Not that long ago, most physicians were solo practitioners. Today, more physicians are working in large, integrated delivery systems, and many are employed by hospitals and multispecialty group practices. These dramatic changes in the physician work environment raise important questions on how evolving physician payment and care delivery models support or undermine your motivation and ability to deliver high-quality patient care. To evaluate the impact of workplace changes on what motivates physician to deliver good patient care, this study aims to develop an accurate measure of physician work motivation. Simultaneously, the investigators plan to test hypotheses on the role of various workplace and psychological factors in physicians' work motivation. Namely, the investigators hypothesize that: 20 to 25% of the variance in work motivation is explained by psychological needs satisfaction; 5 to 10% of the variance in self-reported overall health status and depression is explained by work motivation; 5% of the variation in work motivation is explained by work that is seen as a calling; and 5 to 10% of the variation in medicine viewed as a calling is explained by the learning environment.
Interventions
OTHERNo intervention employed. Study is based on a cross-sectional observational design.
Sponsors
American Medical Group Association
Illinois Institute of Technology
Advocate Physician Partners
University of California, San Francisco
University of Rochester
Johns Hopkins University
American Medical Association
Study design
Observational model
COHORT
Time perspective
CROSS_SECTIONAL
Eligibility
Sex/Gender
ALL
Age
21 Years to 90 Years
Healthy volunteers
Yes
Inclusion criteria
* practicing physicians in all medical specialties * resident physicians in all medical specialties * fourth year medical students in US allopathic medical schools
Exclusion criteria
* physicians without an active medical license. * resident physicians without an active medical license. * fourth year medical students in US osteopathic medical schools
Design outcomes
Primary
| Measure | Time frame | Description |
|---|---|---|
| Internalization of work motivation (self-reported) | Up to 4 months | Composite measure comprised of 15 items using 7-point Likert-type response categories (not at all true-very true) to assess extent of psychological internalization of work motivation |
Secondary
| Measure | Time frame | Description |
|---|---|---|
| Psychological needs satisfaction at work (self-reported) | Up to 4 months | Composite measure comprised of 12 statements using 7-point Likert-type response categories (not at all true-very true) to assess perceived fulfillment of needs for autonomy, self-efficacy/competence, relatedness, and purpose in work context |
| Overall health status (self-reported) | Up to 4 months | Proportion of respondents reporting own overall health as excellent, very good, or good vs. fair or poor |
| Depression (self-reported) | Up to 4 months | Proportion of respondents reporting a score of \>3 on a two-item depression screening instrument (patient health questionnaire-2) |
| Medicine as a calling | Up to 4 months | Composite measure comprised of 15 statements using true/false response scale to assess view of work as calling, career, or job |
| Medical learning environment that supports professionalism | Up to 4 months | Composite measure comprised of 13 statements using 5-point Likert-type response scale (strongly disagree-strongly agree) to assess experiences of medical professionalism in medical students' learning environments |
Outcome results
None listed