scholarly journals Are midwives in the Netherlands satisfied with their jobs? A systematic examination of satisfaction levels among hospital and primary-care midwives in the Netherlands

2019 ◽  
Vol 19 (1) ◽  
Author(s):  
Doug Cronie ◽  
Hilde Perdok ◽  
Corine Verhoeven ◽  
Suze Jans ◽  
Marieke Hermus ◽  
...  
Keyword(s):  
Primary Care ◽  
Job Satisfaction ◽  
The Netherlands ◽  
Online Survey ◽  
Working Hours ◽  
Models Of Care ◽  
Private Life ◽  
Workplace Relations ◽  
Support At Work

Abstract Background Job satisfaction is generally considered to be an important element of work quality and workplace relations. Little is known about levels of job satisfaction among hospital and primary-care midwives in the Netherlands. Proposed changes to the maternity care system in the Netherlands should consider how the working conditions of midwives affect their job satisfaction. Aim We aimed to measure and compare job satisfaction among hospital and primary-care midwives in the Netherlands. Methods Online survey of all practising midwives in the Netherlands using a validated measure of job satisfaction (the Leiden Quality of Work Questionnaire) to analyze the attitudes of hospital and primary-care midwives about their work. Descriptive and inferential statistics were used to assess differences between the two groups. Results Approximately one in six of all practising midwives in the Netherlands responded to our survey (hospital midwives n = 103, primary-care midwives n = 405). All midwives in our survey were satisfied with their work (n = 508). However, significant differences emerged between hospital and primary-care midwives in terms of what was most important to them in relation to their job satisfaction. For hospital midwives, the most significant domains were: working hours per week, workplace agreements, and total years of experience. For primary-care midwives, social support at work, work demands, job autonomy, and the influence of work on their private life were most significant. Conclusion Although midwives were generally satisfied, differences emerged in the key predictors of job satisfaction between hospital and primary-care midwives. These differences could be of importance when planning workforce needs and should be taken into consideration by policymakers in the Netherlands and elsewhere when planning new models of care.

Quality of after-hours primary care in the Netherlands: adherence to national guidelines

2011 ◽  
Vol 20 (3) ◽  
pp. 223-227 ◽  
Author(s):  
M. Willekens ◽  
P. Giesen ◽  
E. Plat ◽  
H. Mokkink ◽  
J. Burgers ◽  
...  
Keyword(s):  
Primary Care ◽  
The Netherlands ◽  
National Guidelines ◽  
After Hours

What influences the job satisfaction of staff and associate specialist hospital doctors?

2007 ◽  
Vol 20 (3) ◽  
pp. 153-161 ◽  
Author(s):  
Fiona French ◽  
Divine Ikenwilo ◽  
Anthony Scott
Keyword(s):  
Job Satisfaction ◽  
Clinical Training ◽  
Working Hours ◽  
Postal Survey ◽  
Clinical Team ◽  
Flexible Working Hours ◽  
Flexible Working ◽  
Quality Of Patient Care ◽  
Hospital Doctors

Despite their rising numbers in the National Health Service (NHS), the recruitment, retention, morale and educational needs of staff and associate specialist hospital doctors have traditionally not been the focus of attention. A postal survey of all staff grades and associate specialists in NHS Scotland was conducted to investigate the determinants of their job satisfaction. Doctors in both grades were least satisfied with their pay. They were more satisfied if they were treated as equal members of the clinical team, but less satisfied if their workload adversely affected the quality of patient care. With the exception of female associate specialists, respondents who wished to become a consultant were less satisfied with all aspects of their jobs. Associate specialists who worked more sessions also had lower job satisfaction. Non-white staff grades were less satisfied with their job compared with their white counterparts. It is important that associate specialists and staff grades are promoted to consultant posts, where this is desired. It is also important that job satisfaction is enhanced for doctors who do not desire promotion, thereby improving retention. This could be achieved through improved pay, additional clinical training, more flexible working hours and improved status.

scholarly journals 05. Abbreviated Mindfulness Intervention for Job Satisfaction, Quality of Life, and Compassion in Primary Care Clinicians: A Pilot Study

2013 ◽  
Vol 2 (1_suppl) ◽  
pp. gahmj.2013.097C
Author(s):  
Luke Fortney ◽  
Charlene Luchterhand ◽  
Larissa Zakletskaia ◽  
Aleksandra Zgierska ◽  
David Rakel
Keyword(s):  
Quality Of Life ◽  
Primary Care ◽  
Job Satisfaction ◽  
Pilot Study ◽  
Mindfulness Intervention ◽  
Primary Care Clinicians

Job Satisfaction of Primary Care Team Members and Quality of Care

2010 ◽  
Vol 26 (1) ◽  
pp. 18-25 ◽  
Author(s):  
David C. Mohr ◽  
Gary J. Young ◽  
Mark Meterko ◽  
Kelly L. Stolzmann ◽  
Bert White
Keyword(s):  
Primary Care ◽  
Job Satisfaction ◽  
Quality Of Care ◽  
Care Team ◽  
Primary Care Team ◽  
Team Members

scholarly journals Envisioning an artificial intelligence documentation assistant for future primary care consultations: A co-design study with general practitioners

2020 ◽  
Vol 27 (11) ◽  
pp. 1695-1704
Author(s):  
A Baki Kocaballi ◽  
Kiran Ijaz ◽  
Liliana Laranjo ◽  
Juan C Quiroz ◽  
Dana Rezazadegan ◽  
...  
Keyword(s):  
Artificial Intelligence ◽  
Primary Care ◽  
General Practitioners ◽  
Legal Aspects ◽  
Models Of Care ◽  
Professional Autonomy ◽  
Existing Problems ◽  
Ensure Patient Safety ◽  
Inductive Thematic Analysis

Abstract Objective The study sought to understand the potential roles of a future artificial intelligence (AI) documentation assistant in primary care consultations and to identify implications for doctors, patients, healthcare system, and technology design from the perspective of general practitioners. Materials and Methods Co-design workshops with general practitioners were conducted. The workshops focused on (1) understanding the current consultation context and identifying existing problems, (2) ideating future solutions to these problems, and (3) discussing future roles for AI in primary care. The workshop activities included affinity diagramming, brainwriting, and video prototyping methods. The workshops were audio-recorded and transcribed verbatim. Inductive thematic analysis of the transcripts of conversations was performed. Results Two researchers facilitated 3 co-design workshops with 16 general practitioners. Three main themes emerged: professional autonomy, human-AI collaboration, and new models of care. Major implications identified within these themes included (1) concerns with medico-legal aspects arising from constant recording and accessibility of full consultation records, (2) future consultations taking place out of the exam rooms in a distributed system involving empowered patients, (3) human conversation and empathy remaining the core tasks of doctors in any future AI-enabled consultations, and (4) questioning the current focus of AI initiatives on improved efficiency as opposed to patient care. Conclusions AI documentation assistants will likely to be integral to the future primary care consultations. However, these technologies will still need to be supervised by a human until strong evidence for reliable autonomous performance is available. Therefore, different human-AI collaboration models will need to be designed and evaluated to ensure patient safety, quality of care, doctor safety, and doctor autonomy.

scholarly journals Implementing change in primary care practice: lessons from a mixed-methods evaluation of a frailty initiative

BJGP Open ◽  
2018 ◽  
Vol 2 (1) ◽  
pp. bjgpopen18X101421 ◽  
Author(s):  
Carol Bryce ◽  
Joanna Fleming ◽  
Joanne Reeve
Keyword(s):  
Primary Care ◽  
Mixed Methods ◽  
Online Survey ◽  
Complex Interventions ◽  
Evaluation Study ◽  
Models Of Care ◽  
Normalisation Process Theory ◽  
Care Practice ◽  
Successful Implementation ◽  
Mixed Methods Evaluation

BackgroundThe NHS is facing increasing needs from an aging population, which is acutely visible in the emerging problem of frailty. There is growing evidence describing new models of care for people living with frailty, but a lack of evidence on successful implementation of these complex interventions at the practice level.AimThis study aimed to determine what factors enable or prevent implementation of a whole-system, complex intervention for managing frailty (the PACT initiative) in the UK primary care setting.Design & settingA mixed-methods evaluation study undertaken within a large clinical commissioning group (CCG). Design and analysis was informed by normalisation process theory (NPT).MethodData collection from six sites included: observation of delivery, interviews with staff, and an online survey. NPT-informed analysis sought to identify enablers and barriers to implementation of change.ResultsSeven themes were identified. PACT was valued by professionals and patients but a lack of clarity on its aims was identified as a barrier to implementation. Successful implementation relied on champions pushing the work forward, and dealing with unanticipated resistance. Contracts focused on delivery of service outcomes, but these were sometimes at odds with professional priorities. Implementation followed evidence-informed rather than evidence-based practice, requiring redesign of the intervention and potentially created a new body of knowledge on managing frailty.ConclusionSuccessful implementation of complex interventions in primary care need inbuilt capacity for flexibility and adaptability, requiring expertise as well as evidence. Professionals need to be supported to translate innovative practice into practice-based evidence.

Aanwezigheid en effecten van medezeggenschap in Nederland

2016 ◽  
Vol 32 (2) ◽  
Author(s):  
Peter Smulders ◽  
Frank Pot
Keyword(s):  
Firm Performance ◽  
The Netherlands ◽  
Working Conditions ◽  
Working Hours ◽  
Supervisor Support ◽  
Job Control ◽  
The Public ◽  
Quality Of Work ◽  
Works Council

Prevalence and effects of co-determination in the Netherlands Based on data of the Netherlands Employers Work Survey of TNO (with about 20,000 firms in the period 2008-2014) and the Netherlands Working Conditions Survey of TNO and Statistics Netherlands (with about 150,000 employees in the period 2007-2014) this articles provides answers on questions like to what extent formal co-determination exists in the Netherlands, and what the relation is with the quality of work, the terms of employment and the firm performance. The analyses show that about 76 percent of the medium sized firms (50-249 employees) in the period 2008-2014 have a works council or a workers representation. Among the larger firms (250 employees or more) this figure is 94 percent. Hence, a quarter of the medium sized firms and 6 percent of the larger firms do not comply with the law. In the period 2008-2014 there is no increase or decrease in formal co-determination in the Netherlands. Co-determination is two to three times more often found in older than in younger firms. Probably tradition plays a role in older firms and unfamiliarity and other worries in younger businesses. Sectors were co-determination is often found are the public sector (95%), education (80%), and health care (70%). On the other hand, in hotels and restaurants (18%), agriculture (19%), construction (31%), and trade (33%) works councils and worker representations are less often found. Employees in the Netherlands are relatively satisfied with their works council or workers representation, scoring 6,5 on a scale from 1 to 10. No relations were found between the prevalence of a works council and the increase of decrease of the firm performance or the satisfaction with the terms of employment, both in the view of the employer. However, employees working in a firm with a works council or worker representation are more satisfied with their work, their income and pension, their working hours and working conditions. In addition, employees in firms with a works council or worker representation, also report more direct participation (more job consultation, more job control, with more supervisor support and less conflict).

scholarly journals Assessment of the quality of fall detection and management in primary care in the Netherlands based on the ACOVE quality indicators

2015 ◽  
Vol 27 (2) ◽  
pp. 569-576 ◽  
Author(s):  
M. Askari ◽  
S. Eslami ◽  
M. van Rijn ◽  
S. Medlock ◽  
E. P. Moll van Charante ◽  
...  
Keyword(s):  
Primary Care ◽  
The Netherlands ◽  
Quality Indicators ◽  
Fall Detection

scholarly journals Social factors affecting job satisfaction and their relation to the level of health services provided to society: العواملُ الاجتماعيةُ المؤثرةُ في الرضا الوظيفيِّ وعلاقتُهَا بمستوى الخدماتِ الصحيّةِ المُقَدَّمةِ للمجتمعِ

2016 ◽  
Vol 2 (7) ◽  
Author(s):  
Reem Mansour Ahmed Al-Mansour
Keyword(s):  
Job Satisfaction ◽  
Health Services ◽  
Working Hours ◽  
Human Potential ◽  
Health Staff ◽  
Satisfaction Level ◽  
Ministry Of Health ◽  
Factors Affecting ◽  
Quality Of Health Services

This study aimed to the following: Identifying the job satisfaction and its relation with health services provided to society.  Identifying the factors affecting on job satisfaction and its relation with level of health services provided to society. Identifying the impacts of development of job satisfaction level and its relation with level of health services. Identifying the appropriate methods to increase the job satisfaction level and quality of health services. To achieve these objectives, the researcher used the analytical descriptive method in order to achieve aims of the study. She has chosen a random Population of 261 employees of Ministry of Health and used the questionnaire with closed form to collect its data. The study found out some results as: The (252) employees, of the total staff of the Ministry of Health (Population) are Saudis; while (9) employees, of the total staff of the Ministry of Health; are non-Saudis.  The Ministry of Health staff (the Population) are satisfied that there are certain to raise the level of job satisfaction appropriate mechanisms, and the quality of health services. The Ministry of Health staff (the Population) are satisfied that there are some effects of improving the level of job satisfaction, and its relationship to the level of health services provided to the community. The researcher recommended some of the recommendations and most important: Providing human potential, physical, and technical service to the sick, and raise the level of job satisfaction, and the level of health services provided to the community. Working on removing the causes of lack of job satisfaction as many work pressures, such as: marginalization, long working hours and lack of recognition of the social, psychological and administrative disciplines, and lack of integration of services provided to patients. Working on staff participation in planning and decision-making process; as it affects the level of job satisfaction to have.  

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