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Comparing Job Demands, Coping Resources and Well-being Across Different Health Care Providers Working Together
Jane B Lemaire MD, Jean E Wallace PhD, Janet Gilmour MD
Health of the Health Professional ConferenceAuckland, New Zealand
November 3-5, 2011
*HCPs work collaboratively within multidisciplinary teams
*They may have different work attitudes and experiences
Background
*To compare job demands, coping resources and well-being across different groups of health care providers (HCPs) working as a team in the same setting
Aim
*Setting: Single medicine ward in a teaching hospital
*Design: Descriptive, cross-sectional study, structured questionnaire
*Sample: 164 health care providers, response rate 63%
Methods
*Data collection and measures:-closed-ended survey items
-response range strongly disagree (coded 1) to strongly agree (coded 5)
-scale scores computed by summing items and dividing by the # of items
Methods
*Job demands
Workload My workload is too heavy in my job
I do not have enough time to get everything done in my job
It is difficult to meet the demands of my patients, co-workers and the hospital
Work hoursOn average in a typical week, how many hours do you
work on the unit?
Methods
*Coping resources
Job control
I make my own decisions as to how I do my work
I am my own boss in almost every work situation
Co-worker supportMy colleagues are good at helping me solve work-
related problems
Methods
*Well-beingI feel I have a pretty balanced life
I feel I am positively influencing other people’s lives through my work
I am satisfied with my life in general
I definitely enjoy my job
I am satisfied with the way my career is going
Methods
Table 1 Characteristics of Survey Participants
GenderFemale n=78 (86%)
Male n=13 (14%)
AgeMean = 35.81(SD = 10.87)
Missing n=2
Years of experienceMean = 7.78 (SD=9.07)
Missing n=9
OccupationNurse n=47 (52%)
Nursing attendant n=13 (14%)Staff physician n=13 (14%)
Resident physician n=18 (20%)
Table 2Aggregate Results for all Health Care Providers and Mean Difference Tests between Nursing Staff and Physicians
Variables
All HCPs(n=91)
Mean (SD)
Nursing staff(n=60)
Mean (SD)
Physicians(n=31)
Mean (SD)
Workload 3.19 (.80) 3.03 (.75) 3.44 (.83)*
Work Hours 40.71 (23.04) 28.76 (10.57) 66.52 (21.53)*
Control 3.26 (.78) 3.46 (.81) 2.89 (.99)*
Co-worker Support 4.11 (.70) 4.33 (.54) 3.71 (.78)*
Well-Being 3.96 (.58) 4.10 (.51) 3.70 (.60)*
* indicates a statistically significant difference at the .10 level between nursing staff and physicians
Table 3Mean Difference Tests between Nurses versus Nursing Attendants (NAs), and Staff Physicians versus Resident Physicians
Variables
Nurses(n=47)
Mean (SD)
NAs(n=13)
Mean (SD)
Staff MDs(n=13)
Mean (SD)
Resident MDs(n=18)
Mean (SD)
Workload 3.12 (.78) 2.75 (.65)+ 3.46 (.89) 3.42 (.81)
Work Hours 30.14 (9.41) 22.73 (13.57)+ 58.45 (22.34) 72.86 (19.32) †
Control 3.55 (.78) 3.11 (.82)+ 3.42 (1.04) 2.50 (.77) †
Co-worker Support
4.38 (.49) 4.15 (.69)+ 3.69 (.95) 3.72 (.67)
Well-Being 4.19 (.47) 3.80 (.58)+ 3.60 (.73) 3.77(.50)
+ indicates a statistically significant difference at the .10 level between nurses and nursing attendants† indicates a statistically significant difference at the .10 level between staff physicians and resident physicians
Table 4Regression Results for Well-Being for Pooled, Nursing Staff and Physicians
** p<.05; *p<.10b comparing nurses (coded 1) to nursing attendants (coded 0)c comparing staff physicians (coded 1) to resident physicians (coded 0)
Variables
Pooled(n=91)
b(β)
Nursing Staff(n=58)
b(β)
Physicians(n=31)
b(β)
Workload -.17 (-.23)** -.17 (-.25)** -.22 (-.30)*
Work Hours .00 (.04) .00 (.09) .00 (.07)
Control .20 (.29)** .24 (.38)** .22 (.36)*
Co-worker Support .20 (.24)** .11 (.12) .23 (.29)*
Constant 2.99** 2.94** 2.99**
R2 .33** .38** .32**
*Greater perceived workload and longer work hours for physicians
*Lower job control for nursing assistants and resident physicians
*Higher levels of well-being for nurses
Summary
*Cross sectional study of HCPs at a single site
*Limited generalizability
*Small numbers
*Standardized measures may not be sensitive enough to capture the various ways the different groups experience job demands and coping resources
Limitations
Health care providers
-work in unison to provide quality health care to the patients they serve
-share a common work environment
-experience varying amounts of job demands, coping resources and well-being
Conclusions
*Broad-based interventions may be improved by knowledge of specific occupational group issues
*Areas of similarity may provide as important insight as those of difference
Conclusions