Primary care physician job satisfaction and turnover

S. B. Buchbinder, M. Wilson, C. F. Melick, N. R. Powe

Research output: Contribution to journalArticle

Abstract

Objective: To examine the relationship of personal characteristics, organizational characteristics, and overall job satisfaction to primary care physician (PCP) turnover. Subjects and methods: A cohort of 507 postresident, nonfederally employed PCPs younger than 45 years of age, who completed their medical training between 1982 and 1985, participated in national surveys in 1987 and 1991. Psychological, economic, and sociological theories and constructs provided a conceptual framework. Primary care physician personal, organizational, and overall job satisfaction variables from 1987 were considered independent variables. Turnover-related responses from 1991 were dependent variables. Bivariate and multivariate analyses were conducted. Results: More than half (55%) of all PCPs in the cohort left at least 1 practice between 1987 and 1991. Twenty percent of the cohort left 2 employers. PCPs dissatisfied in 1987 were 2.38 times more likely to leave (P <.001). Primary care physicians who believed that third-party payer influence would decrease in 5 years were 1.29 times more likely to leave (P <.03). Non-board certified PCPs were 1.3 times more likely to leave (P <.003). Primary care physicians who believed that standardized protocols were overused were 1.18 times more likely to leave (P <.05). Specialty, gender, age, race, and practice setting were not associated with PCP turnover. Conclusions: Turnover was an important phenomenon among PCPs in this cohort. The results of this study could enable policy makers, managed care organizations, researchers, and others to better understand the relationship between job satisfaction and turnover.

Original languageEnglish (US)
Pages (from-to)701-713
Number of pages13
JournalAmerican Journal of Managed Care
Volume7
Issue number7
StatePublished - 2001
Externally publishedYes

Fingerprint

Job Satisfaction
Primary Care Physicians
job satisfaction
turnover
physician
Health Insurance Reimbursement
Psychological Theory
psychological theory
sociological theory
Managed Care Programs
economic theory
Administrative Personnel
managed care
employer
Multivariate Analysis
Economics
Research Personnel
Organizations
gender

ASJC Scopus subject areas

  • Nursing(all)
  • Medicine(all)
  • Health(social science)
  • Health Professions(all)

Cite this

Buchbinder, S. B., Wilson, M., Melick, C. F., & Powe, N. R. (2001). Primary care physician job satisfaction and turnover. American Journal of Managed Care, 7(7), 701-713.

Primary care physician job satisfaction and turnover. / Buchbinder, S. B.; Wilson, M.; Melick, C. F.; Powe, N. R.

In: American Journal of Managed Care, Vol. 7, No. 7, 2001, p. 701-713.

Research output: Contribution to journalArticle

Buchbinder, SB, Wilson, M, Melick, CF & Powe, NR 2001, 'Primary care physician job satisfaction and turnover', American Journal of Managed Care, vol. 7, no. 7, pp. 701-713.
Buchbinder SB, Wilson M, Melick CF, Powe NR. Primary care physician job satisfaction and turnover. American Journal of Managed Care. 2001;7(7):701-713.
Buchbinder, S. B. ; Wilson, M. ; Melick, C. F. ; Powe, N. R. / Primary care physician job satisfaction and turnover. In: American Journal of Managed Care. 2001 ; Vol. 7, No. 7. pp. 701-713.
@article{761fde4f38d34c5581d0b0de7703cb77,
title = "Primary care physician job satisfaction and turnover",
abstract = "Objective: To examine the relationship of personal characteristics, organizational characteristics, and overall job satisfaction to primary care physician (PCP) turnover. Subjects and methods: A cohort of 507 postresident, nonfederally employed PCPs younger than 45 years of age, who completed their medical training between 1982 and 1985, participated in national surveys in 1987 and 1991. Psychological, economic, and sociological theories and constructs provided a conceptual framework. Primary care physician personal, organizational, and overall job satisfaction variables from 1987 were considered independent variables. Turnover-related responses from 1991 were dependent variables. Bivariate and multivariate analyses were conducted. Results: More than half (55{\%}) of all PCPs in the cohort left at least 1 practice between 1987 and 1991. Twenty percent of the cohort left 2 employers. PCPs dissatisfied in 1987 were 2.38 times more likely to leave (P <.001). Primary care physicians who believed that third-party payer influence would decrease in 5 years were 1.29 times more likely to leave (P <.03). Non-board certified PCPs were 1.3 times more likely to leave (P <.003). Primary care physicians who believed that standardized protocols were overused were 1.18 times more likely to leave (P <.05). Specialty, gender, age, race, and practice setting were not associated with PCP turnover. Conclusions: Turnover was an important phenomenon among PCPs in this cohort. The results of this study could enable policy makers, managed care organizations, researchers, and others to better understand the relationship between job satisfaction and turnover.",
author = "Buchbinder, {S. B.} and M. Wilson and Melick, {C. F.} and Powe, {N. R.}",
year = "2001",
language = "English (US)",
volume = "7",
pages = "701--713",
journal = "American Journal of Managed Care",
issn = "1088-0224",
publisher = "Ascend Media",
number = "7",

}

TY - JOUR

T1 - Primary care physician job satisfaction and turnover

AU - Buchbinder, S. B.

AU - Wilson, M.

AU - Melick, C. F.

AU - Powe, N. R.

PY - 2001

Y1 - 2001

N2 - Objective: To examine the relationship of personal characteristics, organizational characteristics, and overall job satisfaction to primary care physician (PCP) turnover. Subjects and methods: A cohort of 507 postresident, nonfederally employed PCPs younger than 45 years of age, who completed their medical training between 1982 and 1985, participated in national surveys in 1987 and 1991. Psychological, economic, and sociological theories and constructs provided a conceptual framework. Primary care physician personal, organizational, and overall job satisfaction variables from 1987 were considered independent variables. Turnover-related responses from 1991 were dependent variables. Bivariate and multivariate analyses were conducted. Results: More than half (55%) of all PCPs in the cohort left at least 1 practice between 1987 and 1991. Twenty percent of the cohort left 2 employers. PCPs dissatisfied in 1987 were 2.38 times more likely to leave (P <.001). Primary care physicians who believed that third-party payer influence would decrease in 5 years were 1.29 times more likely to leave (P <.03). Non-board certified PCPs were 1.3 times more likely to leave (P <.003). Primary care physicians who believed that standardized protocols were overused were 1.18 times more likely to leave (P <.05). Specialty, gender, age, race, and practice setting were not associated with PCP turnover. Conclusions: Turnover was an important phenomenon among PCPs in this cohort. The results of this study could enable policy makers, managed care organizations, researchers, and others to better understand the relationship between job satisfaction and turnover.

AB - Objective: To examine the relationship of personal characteristics, organizational characteristics, and overall job satisfaction to primary care physician (PCP) turnover. Subjects and methods: A cohort of 507 postresident, nonfederally employed PCPs younger than 45 years of age, who completed their medical training between 1982 and 1985, participated in national surveys in 1987 and 1991. Psychological, economic, and sociological theories and constructs provided a conceptual framework. Primary care physician personal, organizational, and overall job satisfaction variables from 1987 were considered independent variables. Turnover-related responses from 1991 were dependent variables. Bivariate and multivariate analyses were conducted. Results: More than half (55%) of all PCPs in the cohort left at least 1 practice between 1987 and 1991. Twenty percent of the cohort left 2 employers. PCPs dissatisfied in 1987 were 2.38 times more likely to leave (P <.001). Primary care physicians who believed that third-party payer influence would decrease in 5 years were 1.29 times more likely to leave (P <.03). Non-board certified PCPs were 1.3 times more likely to leave (P <.003). Primary care physicians who believed that standardized protocols were overused were 1.18 times more likely to leave (P <.05). Specialty, gender, age, race, and practice setting were not associated with PCP turnover. Conclusions: Turnover was an important phenomenon among PCPs in this cohort. The results of this study could enable policy makers, managed care organizations, researchers, and others to better understand the relationship between job satisfaction and turnover.

UR - http://www.scopus.com/inward/record.url?scp=0034911835&partnerID=8YFLogxK

UR - http://www.scopus.com/inward/citedby.url?scp=0034911835&partnerID=8YFLogxK

M3 - Article

C2 - 11464428

AN - SCOPUS:0034911835

VL - 7

SP - 701

EP - 713

JO - American Journal of Managed Care

JF - American Journal of Managed Care

SN - 1088-0224

IS - 7

ER -