Retirement patterns of Australian doctors aged 65 years and older

2015 ◽  
Vol 39 (5) ◽  
pp. 582 ◽  
Author(s):  
Catherine M. Joyce ◽  
Wei C. Wang ◽  
Hayley M. McDonald
Keyword(s):  
Job Satisfaction ◽  
Public Hospital ◽  
Private Hospital ◽  
Working Hours ◽  
Intention To Leave ◽  
Career Stage ◽  
Medical Workforce ◽  
Medical Work ◽  
Policy Makers ◽  
Retirement Intentions

Objective To investigate retirements over a 4-year period among Australian general practitioners (GPs) and specialists aged 65 years and over, and factors influencing retirement. Methods Data from Medicine in Australia: Balancing Employment and Life (MABEL) for the years 2009–12 were analysed for 435 GPs and 643 specialists aged 65 years and over at the time of entry to the MABEL survey. Discrete time survival analysis was used. Results The retirement rates were 4.1% (2009), 5.1% (2010), 4.2% (2011) and 10.4% (2012). Retirement was associated with: (1) the intention to leave medical work in 2009 and 2010; (2) working fewer hours in private consulting rooms in 2010 and 2012; (3) having lower job satisfaction in 2009 and 2011; (4) being older in 2009; (5) working fewer hours in a public hospital in 2012; and (6) working fewer hours in a private hospital in 2010. Doctors who intended to reduce their working hours were less likely to retire in 2009. Conclusions Strategies to support doctors at the late career stage to provide their valued contributions to the medical workforce for as long as possible may include increasing job satisfaction and addressing barriers to reducing work hours. What is known about the topic? Much of the available literature provides measures of retirement intentions. What does this paper add? The present study examined actual retirements and the factors associated with them. What are the implications for practitioners? Consideration should be given by policy makers to ensure that doctors are retained for as long as possible as active contributors to the medical workforce in a safe, appropriate manner.

scholarly journals Rural Work and Specialty Choices of International Students Graduating from Australian Medical Schools: Implications for Policy

2019 ◽  
Vol 16 (24) ◽  
pp. 5056 ◽  
Author(s):  
Matthew R. McGrail ◽  
Belinda G. O’Sullivan ◽  
Deborah J. Russell
Keyword(s):  
International Students ◽  
Medical Schools ◽  
Medical Workforce ◽  
Medical Work ◽  
Policy Makers ◽  
Logistic Regression Models ◽  
Medical Graduates ◽  
National Medical ◽  
Rural Work ◽  
Domestic Medical

Almost 500 international students graduate from Australian medical schools annually, with around 70% commencing medical work in Australia. If these Foreign Graduates of Accredited Medical Schools (FGAMS) wish to access Medicare benefits, they must initially work in Distribution Priority Areas (mainly rural). This study describes and compares the geographic and specialty distribution of FGAMS. Participants were 18,093 doctors responding to Medicine in Australia: Balancing Employment and Life national annual surveys, 2012–2017. Multiple logistic regression models explored location and specialty outcomes for three training groups (FGAMS; other Australian-trained (domestic) medical graduates (DMGs); and overseas-trained doctors (OTDs)). Only 19% of FGAMS worked rurally, whereas 29% of Australia’s population lives rurally. FGAMS had similar odds of working rurally as DMGs (OR 0.93, 0.77–1.13) and about half the odds of OTDs (OR 0.48, 0.39–0.59). FGAMS were more likely than DMGs to work as general practitioners (GPs) (OR 1.27, 1.03–1.57), but less likely than OTDs (OR 0.74, 0.59–0.92). The distribution of FGAMS, particularly geographically, is sub-optimal for improving Australia’s national medical workforce goals of adequate rural and generalist distribution. Opportunities remain for policy makers to expand current policies and develop a more comprehensive set of levers to promote rural and GP distribution from this group.

Factors that influence nurses’ work-family conflict, job satisfaction and intention to leave

2017 ◽  
Vol 4 (2) ◽  
pp. 128-138
Author(s):  
Dilek Ekici
Keyword(s):  
Job Satisfaction ◽  
Working Conditions ◽  
Family Conflict ◽  
Private Hospital ◽  
Intention To Leave ◽  
Work And Family ◽  
Work Family Conflict ◽  
Managerial Support ◽  
Work Family ◽  
Work Structure

The purpose of this study was to determine nurses’ WFC, job satisfaction and intention to leave the job in a private hospital. Nurses who have difficulty in balancing their work and family responsibilities, and who are dissatisfied with their jobs, leave the institution where they work.This study attempted to explain casual relationships among nurses’ workload, managerial support, WFC, working conditions, work environment, work structure, job satisfaction and intention to leave, and the factors influencing intention to leave by using Structural Equation ModellingThe population of the study included 98 nurses working in a private hospital. The nurses working shifts reported statistically higher levels of work to family conflict and workload than those working constantly during the daytime. On the other hand, no difference was found in managerial support between the groups. Managerial support and workload explained 48% of WFC. Work structure alone explained 44% of job satisfaction. Job satisfaction and WFC explained 17% of the variance in intention to leave.Nurses who have difficulty in balancing their family role and responsibilities because of intense work pressure, intend to leave their current job and to work in another organisation which offers better working conditions with lower workload and more managerial support. Work structure of nurses should be reorganised in order to enhance their job satisfaction. While achieving this, it is beneficial to involve nurses in decisions about their activities, to distribute tasks clearly, and to evaluate and reward performances impartially.  Keywords: Nurse; work family conflict; job satisfaction; intention to leave.  

scholarly journals Job satisfaction among nurse‘s in public and private sector in Dhaka City of Bangladesh: a comparative study

2018 ◽  
Vol 5 (6) ◽  
pp. 2177
Author(s):  
Ratna Khatun ◽  
Nahida Akter ◽  
Faisal Muhammad ◽  
A. B. M. Alauddin Chowdhury
Keyword(s):  
Job Satisfaction ◽  
Health Care ◽  
Private Sector ◽  
Health Care Professionals ◽  
Public Hospital ◽  
Private Hospital ◽  
Dhaka City ◽  
Public And Private ◽  
The Mean ◽  
Public And Private Sector

Background: Nursing is a recognized noble profession that has relations with the healing ability and a sense of reflection to serve humanity. Variations in health care sectors including reorganization, redesigning, intensifying the roles of health care professionals are the cause of nurses to extend their responsibilities. The study was aimed to analyze the level of job satisfaction among nurses in public and private sector in Dhaka city of Bangladesh.Methods: A descriptive cross-sectional type of study was carried out among the nurses of the selected hospitals, data was collected using self-administered semi-structured questionnaire and it was analysed using SPSS.Results: In this study the mean age of the respondents from public hospital was 34.61±7.79 years. On the other hand from private hospital the mean age was 29.33±5.91 years more than half (56%) of the respondents from public hospital had diploma in nursing, while most (45%) of the respondents from private hospital had B.Sc. in nursing. Slightly above six-tenths (61%) of the respondents were satisfied with their present job and the rest of the respondents were not satisfied.Conclusions: The finding of this study revealed that the respondents who are working in the public hospital were more satisfied than their counterpart.

Review on Job Satisfaction, Intention to Leave and Corporate Entrepreneurial Characteristics in United Arab Emirates’ Construction Firms

2017 ◽  
Vol 6 (10) ◽  
pp. 105
Author(s):  
Basma Kashmoola ◽  
Fais Ahmad ◽  
Yeoh Khar Kheng
Keyword(s):  
Job Satisfaction ◽  
United Arab Emirates ◽  
Intent To Leave ◽  
Supply And Demand ◽  
Intention To Leave ◽  
Work Load ◽  
Tourism Industry ◽  
Medium Size ◽  
Construction Companies ◽  
Developed Economies

Recently construction companies and real state of SMEs sector of Dubai, reported that they have a combine shortfall of skilled staff of up to 500,000.  In addition to that, recently tourism industry of UAE, one of the most dominating service sectors also reported the severe shortage of qualified hospitality staffs. The shortage of workforce in the industry is one of the major causes of unfair distribution of work load and also an unjust compensation and reward system in the overall industry.  The supply and demand of workforces is also one of the crucial predictor factors for job satisfaction and may lead to quit their job or to migration.While examining the various factors that may affect employee’s intention to leave, many research findings confirmed that job satisfaction caused the highest variance on to leaving intention.  To get the deeper analysis of the job satisfaction and its impact on employee’s intention to leave, many researchers argued that there were many facets of job satisfaction that may cause the leaving intentions and therefore job satisfaction has been considered a variables composed of multiple factors. It is evident that there are many studies had been conducted to examine the relationship between job satisfaction and employees leaving intentions. However, not many studies on the same line have been fully addressed in small and medium size firms in UAE working setting and also most of the studies sampling strategies had focused in industries in developed economies.  Therefore, it is believed to be a gap in the literature in the context of the job satisfaction and intent to leave in SMEs.

Retirement intentions: what is the role of push factors in predicting retirement intentions?

2012 ◽  
Vol 33 (6) ◽  
pp. 988-1008 ◽  
Author(s):  
JODI OAKMAN ◽  
YVONNE WELLS
Keyword(s):  
Job Satisfaction ◽  
Social Cohesion ◽  
Multivariate Regression ◽  
Regression Analyses ◽  
Length Of Service ◽  
Older Employees ◽  
Work Factors ◽  
Retirement Intentions ◽  
Insight Into

ABSTRACTPopulation ageing will significantly impact labour markets in most Organisation for Economic Cooperation and Development countries and as a result individuals will need to remain in paid employment for longer to fund their retirement years. This study examines the retirement intentions of employees of a large public-sector organisation located in Victoria, Australia that was interested in developing policies to assist with retention of their mature-age workforce. Multivariate regression analyses were used to identify the most important predictors of intention to retire. The dependent variable, Intended timing of retirement, was analysed in two forms, as continuous and dichotomised measures. Age and Length of service were strong independent predictors of Intention to retire soon (within five years). Of the work factors that were analysed (Job satisfaction, Job demands, Job control, and Social cohesion), low Job satisfaction and high Social cohesion scores indicated an increased likelihood of retiring soon. The results provide some insight into the development of organisational interventions that might assist with retaining older employees for longer.

Working Extra Hours in the Australian Public Service: Organizational Drivers and Consequences

2016 ◽  
Vol 38 (2) ◽  
pp. 193-217 ◽  
Author(s):  
Jeannette Taylor
Keyword(s):  
Job Performance ◽  
Organizational Citizenship ◽  
Public Service ◽  
Organizational Citizenship Behavior ◽  
Significant Proportion ◽  
Working Hours ◽  
Organizational Factors ◽  
Intention To Leave ◽  
Well Being ◽  
Citizenship Behavior

Why do government employees work long hours, and what are the consequences? Although there is generally little scope for extra pay in return for extra hours in the Australian Public Service (APS), a significant proportion of its employees work long hours. This study draws from the organizational citizenship behavior literature in an attempt to understand why APS employees work extra hours. It uses the 2015 APS Employee Census to examine the APS employees’ patterns of working hours and the links between working extra hours and three outcomes: job performance, personal well-being, and intention to leave one’s agency. Several organizational factors are found to be positively associated with working extra hours. Many who work extra hours also believe that their job performance is high, but they report poor well-being and are thinking of leaving their agency.

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