Sandhya Rao1, Timothy G Ferris2, Michael K Hidrue3, Sara R Lehrhoff4, Sara Lenz5, James Heffernan6, Kathleen E McKee7, Marcela G Del Carmen8. 1. Senior Medical Director for Population Health Management, Partners Health; Assistant Professor of Psychiatry, Harvard Medical School, Boston, MA. 2. Chief Executive Officer, Massachusetts General Physicians Organization; Professor of Medicine, Harvard Medical School, Boston, MA. 3. Senior Health Economist, Massachusetts General Physicians Organization, Boston, MA. 4. Director of Physician Programs, Massachusetts General Hospital Physicians Organization, Boston, MA. 5. Chief of Staff, Massachusetts General Physicians Organization, Boston, MA. 6. Chief Financial Officer, Massachusetts General Physicians Organization, Boston, MA. 7. Massachusetts General Physicians Organization; Department of Neurology, Massachusetts General Hospital, Boston, MA. 8. Chief Medical Officer, Massachusetts General Physicians Organization; Professor of Obstetrics, Gynecology and Reproductive Biology, Harvard Medical School, Boston, MA mdelcarmen@partners.org.
Abstract
OBJECTIVE: To determine (1) if engagement among physicians impacted plans to stay in current role and job satisfaction, (2) what factors impact engagement and burnout, and (3) the relationship between engagement and burnout. Burnout has been described as a syndrome characterized by depersonalization, emotional exhaustion, and a sense of low personal accomplishment resulting in decreased effectiveness at work. Engagement may be regarded as the antonym to burnout and has been described as a connection to one's work characterized by dedication, vigor, and absorption. DESIGN: We extracted data from an academic practice-wide survey conducted at two time-points and evaluated physician burnout and engagement. We used the Maslach Burnout Inventory and the Utrecht Work Engagement Scale to evaluate the association between burnout and engagement and the impact of engagement on mitigating the effect of burnout in a large physician academic faculty practice. SETTING: Large academic practice PARTICIPANTS: Academic physicians METHODS: The authors conducted a hospital-wide physician practice survey in 2014 and 2017 assessing physician burnout and engagement. RESULTS: Of eligible physicians (n=1882), 92.0% completed a survey. High levels of engagement and burnout were shown in 59.5% and 45.6%, respectively. Compared to physicians with high levels of engagement and low levels of burnout, physicians with low engagement and low burnout were less satisfied with their career (OR=0.20, 95% CI=0.11-0.35) and less likely to stay in their current role (OR=0.52, 95% CI= 0.37-0.73). Among physicians with high levels of burnout, highly engaged physicians were more satisfied (OR=0.21; 95% CI=0.12-0.36 vs OR=0.08; 95% CI=0.05-0.12) and more likely to stay in their career (OR=0.34; 95% CI=0.25-0.45 vs OR=0.27; 95% CI=0.21-0.34) than non-engaged physicians. CONCLUSION: Engaged physicians have higher career satisfaction. There are many actionable ways to improve engagement.
OBJECTIVE: To determine (1) if engagement among physicians impacted plans to stay in current role and job satisfaction, (2) what factors impact engagement and burnout, and (3) the relationship between engagement and burnout. Burnout has been described as a syndrome characterized by depersonalization, emotional exhaustion, and a sense of low personal accomplishment resulting in decreased effectiveness at work. Engagement may be regarded as the antonym to burnout and has been described as a connection to one's work characterized by dedication, vigor, and absorption. DESIGN: We extracted data from an academic practice-wide survey conducted at two time-points and evaluated physician burnout and engagement. We used the Maslach Burnout Inventory and the Utrecht Work Engagement Scale to evaluate the association between burnout and engagement and the impact of engagement on mitigating the effect of burnout in a large physician academic faculty practice. SETTING: Large academic practice PARTICIPANTS: Academic physicians METHODS: The authors conducted a hospital-wide physician practice survey in 2014 and 2017 assessing physician burnout and engagement. RESULTS: Of eligible physicians (n=1882), 92.0% completed a survey. High levels of engagement and burnout were shown in 59.5% and 45.6%, respectively. Compared to physicians with high levels of engagement and low levels of burnout, physicians with low engagement and low burnout were less satisfied with their career (OR=0.20, 95% CI=0.11-0.35) and less likely to stay in their current role (OR=0.52, 95% CI= 0.37-0.73). Among physicians with high levels of burnout, highly engaged physicians were more satisfied (OR=0.21; 95% CI=0.12-0.36 vs OR=0.08; 95% CI=0.05-0.12) and more likely to stay in their career (OR=0.34; 95% CI=0.25-0.45 vs OR=0.27; 95% CI=0.21-0.34) than non-engaged physicians. CONCLUSION: Engaged physicians have higher career satisfaction. There are many actionable ways to improve engagement.
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