Using focus groups to identify characteristics of an ideal work environment for Advanced Practice Clinicians

被引:10
|
作者
Motley, Robert J. [1 ]
Mazzaccaro, Richard J. [2 ]
Burmeister, David B. [3 ]
Land, Samuel D. [4 ]
Boulay, Richard M. [5 ]
Chung, Heiwon [6 ]
Deitrick, Lynn [7 ]
Sumner, Andrew D. [8 ]
机构
[1] Lehigh Valley Hlth Network, Dept Community Hlth, 1628 W Chew St, Allentown, PA 18102 USA
[2] Lehigh Valley Hlth Network, Dept Pediat, Allentown, PA USA
[3] Lehigh Valley Hlth Network, Dept Emergency Med, Allentown, PA USA
[4] Lehigh Valley Hlth Network, Dept Pathol & Lab Med, Allentown, PA USA
[5] Lehigh Valley Hlth Network, Dept Obstet & Gynecol, Allentown, PA USA
[6] Lehigh Valley Hlth Network, Dept Surg, Allentown, PA USA
[7] Univ S Florida, Dept Behav & Community Sci, Tampa, FL USA
[8] Lehigh Valley Hlth Network, Div Cardiol, Ctr Adv Hlth Care, Allentown, PA USA
来源
HEALTHCARE-THE JOURNAL OF DELIVERY SCIENCE AND INNOVATION | 2016年 / 4卷 / 03期
关键词
Allied health professionals; Job satisfaction; Work environment; Focus groups; Workforce; JOB-SATISFACTION; PHYSICIAN ASSISTANTS; NURSES;
D O I
10.1016/j.hjdsi.2015.10.007
中图分类号
R19 [保健组织与事业(卫生事业管理)];
学科分类号
摘要
Advanced Practice Clinicians (APCs) in collaborative practice represent a diverse and valuable group of health care professionals, including nurse practitioners, physician assistants, nurse anesthetists, and nurse midwives. Because these healthcare professionals have been identified as part of the solution to physician shortages, it is critical for health networks to examine and address issues affecting collaborative relationships. We invited our network APCs to participate in focus group sessions to determine both attributes and barriers to an ideal work environment. Four major themes emerged: (1) compensation, (2) network representation, (3) employment structure, and (4) workplace culture. While issues relating to compensation and representation were prevalent, discussions also revealed the importance of relationships and communication. To ensure successful collaboration and, thereby, reduce clinician turnover, leaders must address gaps between the existing and ideal states in structural factors affecting job satisfaction (Themes 1-3) as well as the behavioral factors represented in workplace culture (Theme 4). (C) 2015 Elsevier Inc. All rights reserved.
引用
收藏
页码:151 / 154
页数:4
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