London doctors' do not put patients among the top five factors for job satisfaction
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《英国医生杂志》
A major survey of NHS staff satisfaction within London trusts shows that doctors, along with senior managers, are one of the most highly satisfied staff groups. However, all staff groups agreed that better workplace conditions and more staff would be a major improvement in their working lives. One doctor in particular joined nursing staff in commenting on how dirty the hospital was. The stairwell and lift area were "filthy," he told researchers.
The report, published by the Institute for Employment Studies and launched at a King抯 Fund conference this week, is an annual survey drawing on the comments of nearly a quarter (23%) of the entire London NHS workforce of 124 000. It is intended to lead to improvements in employers?human relations policies and indicate how they can improve retention and recruitment, such as by meeting the needs of ethnic minority staff more effectively or providing more flexible working arrangements for those with children or other carer commitments.
Like most employees, doctors rated their work colleagues as a key factor in job satisfaction. Sixty one per cent of doctor and dentist respondents rated their colleagues as the most important factor in their job. By comparison, only 50% of nursing staff rated colleagues as the most important factor. But, whereas 20% of healthcare assistants rated their patients as one of the five most important factors in their work, patients were not ranked in the top five at all by doctors and dentists.
Although 36% of doctors claimed they were likely to leave their present NHS trust in the next year, this statistic, say the authors, is skewed by the high number of junior doctors surveyed. Sixty per cent of those with under one year抯 service said they planned to leave their current trust. This reduced to only 17% among those with more than 10 years?service. By comparison, 32% of nurses surveyed said they planned to leave their current employer in the next year.
The study showed that, across all staff groups, those from ethnic minorities were keener to leave their present trust than staff who were white. At least 20% of those from ethnic minorities wanted to leave as soon as possible, compared with only 12% of white staff.
One in four doctors had been involved in an incident of harassment in the past year, predominantly from patients and their relatives, and some had involved violence.
Ironically, the doctors surveyed were the most sceptical of all the staff groups about the effect the survey might have on their working conditions. Only 15% were confident there would be changes as a result of their comments. However, the previous year only 10% had thought their comments would make any difference, so attitudes are slowly changing.
Health Attitudes: Quality of Working Life in the London NHS, 200-2002 is available at www.employment-studies.co.uk/pubs/report.php?id=404(London Lynn Eaton)
The report, published by the Institute for Employment Studies and launched at a King抯 Fund conference this week, is an annual survey drawing on the comments of nearly a quarter (23%) of the entire London NHS workforce of 124 000. It is intended to lead to improvements in employers?human relations policies and indicate how they can improve retention and recruitment, such as by meeting the needs of ethnic minority staff more effectively or providing more flexible working arrangements for those with children or other carer commitments.
Like most employees, doctors rated their work colleagues as a key factor in job satisfaction. Sixty one per cent of doctor and dentist respondents rated their colleagues as the most important factor in their job. By comparison, only 50% of nursing staff rated colleagues as the most important factor. But, whereas 20% of healthcare assistants rated their patients as one of the five most important factors in their work, patients were not ranked in the top five at all by doctors and dentists.
Although 36% of doctors claimed they were likely to leave their present NHS trust in the next year, this statistic, say the authors, is skewed by the high number of junior doctors surveyed. Sixty per cent of those with under one year抯 service said they planned to leave their current trust. This reduced to only 17% among those with more than 10 years?service. By comparison, 32% of nurses surveyed said they planned to leave their current employer in the next year.
The study showed that, across all staff groups, those from ethnic minorities were keener to leave their present trust than staff who were white. At least 20% of those from ethnic minorities wanted to leave as soon as possible, compared with only 12% of white staff.
One in four doctors had been involved in an incident of harassment in the past year, predominantly from patients and their relatives, and some had involved violence.
Ironically, the doctors surveyed were the most sceptical of all the staff groups about the effect the survey might have on their working conditions. Only 15% were confident there would be changes as a result of their comments. However, the previous year only 10% had thought their comments would make any difference, so attitudes are slowly changing.
Health Attitudes: Quality of Working Life in the London NHS, 200-2002 is available at www.employment-studies.co.uk/pubs/report.php?id=404(London Lynn Eaton)