scholarly journals Why do trainees leave hospital-based specialty training? A nationwide survey study investigating factors involved in attrition and subsequent career choices in the Netherlands

BMJ Open ◽  
2019 ◽  
Vol 9 (6) ◽  
pp. e028631 ◽  
Author(s):  
Jacqueline Bustraan ◽  
Kirsten Dijkhuizen ◽  
Sophie Velthuis ◽  
Rachel van der Post ◽  
Erik Driessen ◽  
...  
Keyword(s):  
The Netherlands ◽  
Medical Specialty ◽  
Training Programme ◽  
Work Life ◽  
Work Life Balance ◽  
Survey Study ◽  
Specialty Training ◽  
Life Balance ◽  
Career Plans ◽  
Future Career

ObjectiveTo gain insight into factors involved in attrition from hospital-based medical specialty training and future career plans of trainees who prematurely left their specialty training programme.DesignNationwide online survey study.SettingPostgraduate education of all hospital-based specialties in the Netherlands.Participants174 trainees who prematurely left hospital-based medical specialty training between January 2014 and September 2017.Main outcome measuresFactors involved in trainees’ decisions to leave specialty training and their subsequent career plans.ResultsThe response rate was 38%. Of the responders, 25% left their programme in the first training year, 50% in year 2–3 and 25% in year 4–6. The most frequently reported factors involved in attrition were: work-life balance, job content, workload and specialty culture. Of the leaving trainees, 66% switched to another specialty training programme, of whom two-thirds chose a non-hospital-based training programme. Twelve per cent continued their career in a non-clinical role and the remainder had no specific plans yet.ConclusionsThis study provides insight in factors involved in attrition and in future career paths. Based on our findings, possible interventions to reduce attrition are: (1) enable candidates to develop a realistic view on job characteristics and demands, prior to application; (2) provide individual guidance during specialty training, with emphasis on work-life balance and fit with specialty.

scholarly journals Parents’ Career Values, Adaptability, Career-Specific Parenting Behaviors, and Undergraduates’ Career Adaptability

2018 ◽  
Vol 46 (7) ◽  
pp. 922-946 ◽  
Author(s):  
Yanjun Guan ◽  
Zhen Wang ◽  
Qing Gong ◽  
Zijun Cai ◽  
Sabrina Lingxiao Xu ◽  
...  
Keyword(s):  
Parental Support ◽  
Parenting Behaviors ◽  
Parental Engagement ◽  
Work Life ◽  
Work Life Balance ◽  
Survey Study ◽  
Career Adaptability ◽  
Life Balance ◽  
Career Values ◽  
Negative Effect

This study examined how Chinese parents’ career values and adaptability predict their career-specific parenting behaviors and their children’s career adaptability. We conducted a survey study with Chinese university students and their parents ( N = 264), and found support for the mediating roles of career-specific parenting behaviors in linking parents’ vocational characteristics and children’s career adaptability. Specifically, parental support is positively related to parents’ intrinsic fulfillment values, work–life balance values, and career adaptability. Moreover, parental support mediates the relationship between these variables and undergraduates’ career adaptability. Parental engagement mediates the negative effect of external compensation values and positive effect of work–life balance values on undergraduates’ career adaptability. Parental interference is negatively related to parents’ work–life balance values, and positively related to their external compensation values and career adaptability, but does not significantly predict undergraduates’ career adaptability. These findings advance current understanding of the career construction theory.

scholarly journals Providing feedback following Leadership WalkRounds is associated with better patient safety culture, higher employee engagement and lower burnout

2017 ◽  
Vol 27 (4) ◽  
pp. 261-270 ◽  
Author(s):  
J Bryan Sexton ◽  
Kathryn C Adair ◽  
Michael W Leonard ◽  
Terri Christensen Frankel ◽  
Joshua Proulx ◽  
...  
Keyword(s):  
Patient Safety ◽  
Employee Engagement ◽  
Safety Culture ◽  
Patient Safety Culture ◽  
Work Life ◽  
Work Life Balance ◽  
Survey Study ◽  
Life Balance ◽  
Work Settings ◽  
Fourth Quartile

BackgroundThere is a poorly understood relationship between Leadership WalkRounds (WR) and domains such as safety culture, employee engagement, burnout and work-life balance.MethodsThis cross-sectional survey study evaluated associations between receiving feedback about actions taken as a result of WR and healthcare worker assessments of patient safety culture, employee engagement, burnout and work-life balance, across 829 work settings.Results16 797 of 23 853 administered surveys were returned (70.4%). 5497 (32.7% of total) reported that they had participated in WR, and 4074 (24.3%) reported that they participated in WR with feedback. Work settings reporting more WR with feedback had substantially higher safety culture domain scores (first vs fourth quartile Cohen’s d range: 0.34–0.84; % increase range: 15–27) and significantly higher engagement scores for four of its six domains (first vs fourth quartile Cohen’s d range: 0.02–0.76; % increase range: 0.48–0.70).ConclusionThis WR study of patient safety and organisational outcomes tested relationships with a comprehensive set of safety culture and engagement metrics in the largest sample of hospitals and respondents to date. Beyond measuring simply whether WRs occur, we examine WR with feedback, as WR being done well. We suggest that when WRs are conducted, acted on, and the results are fed back to those involved, the work setting is a better place to deliver and receive care as assessed across a broad range of metrics, including teamwork, safety, leadership, growth opportunities, participation in decision-making and the emotional exhaustion component of burnout. Whether WR with feedback is a manifestation of better norms, or a cause of these norms, is unknown, but the link is demonstrably potent.

Final year dental students' career plans, work patterns, work‐life balance and domestic life in New Zealand and Australia

2020 ◽  
Vol 24 (4) ◽  
pp. 679-686
Author(s):  
Li Mei ◽  
Yvonne Lai ◽  
Peter Lee ◽  
Austin Ng ◽  
Kevin Tan ◽  
...  
Keyword(s):  
New Zealand ◽  
Dental Students ◽  
Work Life ◽  
Work Life Balance ◽  
Domestic Life ◽  
Work Patterns ◽  
Life Balance ◽  
Career Plans

scholarly journals Satisfaction With Work-Life Balance and the Career and Retirement Plans of US Oncologists

2014 ◽  
Vol 32 (11) ◽  
pp. 1127-1135 ◽  
Author(s):  
Tait D. Shanafelt ◽  
Marilyn Raymond ◽  
Michael Kosty ◽  
Daniel Satele ◽  
Leora Horn ◽  
...  
Keyword(s):  
Clinical Work ◽  
Work Life ◽  
Work Hours ◽  
Work Life Balance ◽  
National Study ◽  
Retirement Plans ◽  
Current Position ◽  
Life Balance ◽  
Medical Specialties ◽  
Career Plans

Purpose To evaluate satisfaction with work-life balance (WLB) and career plans of US oncologists. Methods The American Society of Clinical Oncology conducted a survey of US oncologists evaluating satisfaction with WLB and career plans between October 2012 and March 2013. The sample included equal numbers of men and women from all career stages. Results Of 2,998 oncologists contacted, 1,490 (49.7%) returned surveys. From 1,117 oncologists (37.3% of overall sample) completing full-length surveys, we evaluated satisfaction with WLB and career plans among the 1,058 who were not yet retired. The proportion of oncologists satisfied with WLB (n = 345; 33.4%) ranked lower than that reported for all other medical specialties in a recent national study. Regarding career plans, 270 oncologists (26.5%) reported a moderate or higher likelihood of reducing their clinical work hours in the next 12 months, 351 (34.3%) indicated a moderate or higher likelihood of leaving their current position within 24 months, and 273 (28.5%) planned to retire before 65 years of age. Multivariable analyses found women oncologists (odds ratio [OR], 0.458; P < .001) and those who devoted greater time to patient care (OR for each additional hour, 0.977; P < .001) were less likely to be satisfied with WLB. Satisfaction with WLB and burnout were the strongest predictors of intent to reduce clinical work hours and leave current position on multivariable analysis. Conclusion Satisfaction with WLB among US oncologists seems lower than for other medical specialties. Dissatisfaction with WLB shows a strong relationship with plans to reduce hours and leave current practice. Given the pending US oncologist shortage, additional studies exploring interactions among WLB, burnout, and career satisfaction and their impact on career and retirement plans are warranted.

scholarly journals Vascular surgery trainee retention in the UK: how many leave and why? A survey of trainee and Training Programme Directors’ perceptions

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Eleanor Atkins ◽  
◽  
Sandhir Kandola ◽  
Frances Kent ◽  
Olivia McBride
Keyword(s):  
Vascular Surgery ◽  
Academic Career ◽  
Training Programme ◽  
Training System ◽  
Work Life ◽  
Retention Rates ◽  
Work Life Balance ◽  
Junior Doctors ◽  
Life Balance ◽  
National Training

Abstract Background It is currently not known how many trainees leave vascular surgery, and their reasons for doing so are unclear. This paper is the first to publish the number of UK trainees leaving the training programme and interrogates their reasons for doing so. Methods An email survey was distributed to current and recent Training Programme Directors (TPDs) to quantify the number of trainees resigning between 2013 and 2019. Trainees resigning a National Training Number (NTN) were surveyed regarding their reasons for doing so. Results Since 2013, 23 UK vascular surgery trainees have resigned NTNs, representing 15.4% of the 149 NTNs awarded between 2013 and our analysis. Reasons for leaving, as relayed by TPDs, included availability of an academic career, geography, health and many other reasons classified as “work-life balance” factors. Data from the trainees surveyed also highlighted work-life balance but also identified pressures within the training system and NHS. Conclusions UK data of this sort has not previously been available. The authors’ primary recommendation is that prospective data collection on trainee retention is carried out, with structured exit interviews with trainees who decide to leave. Our secondary recommendations include improvements to the inter-deanery transfer process and early realistic exposure to vascular surgery for junior doctors to improve trainee retention rates in vascular surgery.

scholarly journals Vascular Surgery Trainee Retention in the UK: How Many Leave and Why? A Survey of Trainee and Training Programme Directors’ perceptions.

2020 ◽  
Author(s):  
Eleanor Atkins ◽  
Sandhir Kandola ◽  
Frances Kent ◽  
Olivia McBride
Keyword(s):  
Vascular Surgery ◽  
Academic Career ◽  
Training Programme ◽  
Training System ◽  
Work Life ◽  
Retention Rates ◽  
Work Life Balance ◽  
Junior Doctors ◽  
Life Balance ◽  
National Training

Abstract Background: It is currently not known how many trainees leave vascular surgery, and their reasons for doing so are unclear. This paper is the first to publish the number of UK trainees leaving the training programme and interrogates their reasons for doing so. Methods: An email survey was distributed to current and recent Training Programme Directors (TPDs) to quantify the number of trainees resigning between 2013 and 2019. Trainees resigning a National Training Number (NTN) were surveyed regarding their reasons for doing so. Results: Since 2013, 23 UK vascular surgery trainees have resigned NTNs, representing 15.4% of the 149 NTNs awarded between 2013 and our analysis. Reasons for leaving, as relayed by TPDs, included availability of an academic career, geography, health and many other reasons classified as “work-life balance” factors. Data from the trainees surveyed also highlighted work-life balance but also identified pressures within the training system and NHS. Conclusions: UK data of this sort has not previously been available. The authors recommend prospective data collection, structured exit interviews with trainees who decide to leave, improvements to the inter-deanery transfer process, increased consideration of flexible training options and early realistic exposure to vascular surgery for junior doctors to improve trainee retention rates in vascular surgery.

scholarly journals Unequal but Balanced: Highly educated mothers’ perceptions of work-life balance during the COVID-19 lockdown in Finland and the Netherlands

2020 ◽  
Author(s):  
Mara A. Yerkes ◽  
Stefanie Andre ◽  
Chantal Remery ◽  
Milla Salin ◽  
Mia Hakovirta ◽  
...  
Keyword(s):  
The Netherlands ◽  
Work Life ◽  
Policy Support ◽  
Work Life Balance ◽  
Future Research ◽  
Full Time ◽  
Theoretical Frameworks ◽  
Life Balance ◽  
Highly Educated ◽  
Part Time

One year after passage of the European work-life balance directive, and thus recognition of the need for policy support, measures to slow the spread of the COVID-19 pandemic are shaping parents’ work-life balance in significant ways. Academically, we are challenged to explore whether existing theoretical frameworks hold in this new environment with combined old and new policy frameworks. We are also challenged to understand the nuanced ways in which the first lockdown affects the combination of paid work and care. We address both of these issues, providing a cross-sectional comparative analysis of highly educated mothers’ perceptions of work-life balance during the COVID-19 pandemic in Finland and the Netherlands. Our findings show that highly educated Finnish mothers have more difficulty combining work and care during the first lockdown than Dutch mothers. The absence of state-provided care during the lockdown creates greater difficulty for full-time working Finnish mothers in a dual-earner/state-carer system than an absence of such care in the Dutch one-and-a-half earner system, where most mothers work part-time. Further analyses suggest variation in part-time and (nearly) full-time hours mitigates the work-life balance experiences of highly educated Dutch mothers. We discuss these findings in light of current theoretical frameworks and highlight avenues for future research.

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