Table 1.

Potential predictors of job satisfaction among family medicine faculty members: Of the 623 participants, 317 reported that they were very satisfied with their job, while 306 provided another response.

POTENTIAL PREDICTOR VARIABLESOVERALL JOB SATISFACTION*P VALUEODDS RATIO (95% CI)
VERY SATISFIED, N (%)OTHER RESPONSE, N (%)
Ratings of local department§
Overall support for teaching, research, leadership, mentorship, and career (n = 601)
  • Very good or excellent209 (56.2)163 (43.8)2.17 (1.55–3.04)
  • Good, fair, or poor85 (37.1)144 (62.9)<.001Reference
Overall recognition of teaching, research, leadership, mentorship, and career support (n = 595)
  • Very good or excellent215 (55.0)176 (45.0)2.06 (1.46–2.91)
  • Good, fair, or poor76 (37.3)128 (62.7)<.001Reference
Communication (n = 601)
  • Very good or excellent158 (54.3)133 (45.7)1.50 (1.09–2.07)
  • Good, fair, or poor137 (44.2)173 (55.8)0.013Reference
Leadership (n = 588)
  • Very good or excellent171 (56.6)131 (43.4)1.89 (1.36–2.62)
  • Good, fair, or poor117 (40.9)169 (59.1)<.001Reference
Mission, vision, and values (n = 534)
  • Very good or excellent176 (58.1)127 (41.9)1.85 (1.31–2.61)
  • Good, fair, or poor99 (42.9)132 (57.1)<.001Reference
Workload and practice (n = 555)
  • Very good or excellent208 (55.0)170 (45.0)2.39 (1.65–3.46)
  • Good, fair, or poor60 (33.9)117 (66.1)<.001Reference
Teamwork (n = 546)
  • Very good or excellent130 (61.3)82 (38.7)2.22 (1.57–3.16)
  • Good, fair, or poor139 (41.6)195 (58.4)<.001Reference
Physician involvement in programs and planning (n = 549)
  • Very good or excellent175 (56.1)137 (43.9)1.94 (1.38–2.74)
  • Good, fair, or poor94 (39.7)143 (60.3)<.001Reference
Resource distribution for clinical work, teaching, and research (n = 527)
  • Very good or excellent173 (54.2)146 (45.8)1.68 (1.18–2.39)
  • Good, fair, or poor86 (41.3)122 (58.7).004Reference
Remuneration (n = 540)
  • Very good or excellent171 (53.4)149 (46.6)1.69 (1.19–2.39)
  • Good, fair, or poor89 (40.5)131 (59.5).003Reference
Respect (n = 577)
  • Very good or excellent145 (59.2)100 (40.8)2.06 (1.48–2.89)
  • Good, fair, or poor137 (41.3)195 (58.7)<.001Reference
Rating of main practice setting
Infrastructure support (n = 595)
  • Very good or excellent212 (57.5)157 (42.5)2.46 (1.75–3.47)
  • Good, fair, or poor80 (35.4)146 (64.6)< .001Reference
Leadership and mentorship experiences
Held a senior leadership role in the past (n = 474)
  • Yes152 (56.1)119 (43.9)1.64 (1.13–2.36)
  • No89 (43.8)114 (56.2).008Reference
Rating of the overall quality of mentoring received (n = 595)
  • Very good or excellent275 (51.5)259 (48.5)2.99 (1.65–5.42)
  • Good, fair, or poor16 (26.2)45 (73.8)< .001Reference
Rating of the importance of receiving mentoring in current role (N = 623)
  • Neutral, not very, or not at all115 (55.0)94 (45.0)1.43 (1.02–2.00)
  • Somewhat or very191 (46.1)223 (53.9).036Reference
Health status variables
Self-rated health status (n = 622)
  • Very good or excellent289 (54.3)243 (45.7)2.78 (1.71–4.49)
  • Good, fair, or poor27 (30.0)63 (70.0)< .001Reference
Self-rated stress at work in the past year (n = 622)
  • Not at all, not very, or a bit210 (42.7)282 (57.3)3.79 (2.47–5.83)
  • Quite or extremely stressful96 (73.8)34 (26.2)< .001Reference
Self-rated stress in life in the past year (n = 622)
  • Not at all, not very, or a bit226 (44.3)284 (55.7)3.14 (2.01–4.91)
  • Quite or extremely stressful80 (71.4)32 (28.6)< .001Reference
Maslach Burnout Inventory rating for emotional exhaustion (N = 623)
  • Mean (SD) score14.40 (8.017)25.89 (11.280)< .001#0.89 (0.87–0.91)
  • Number317306
Maslach Burnout Inventory rating for depersonalization** (N = 623)
  • Mean (SD) score3.78 (3.661)7.07 (5.621)< .001#0.85 (0.82–0.89)
  • Number317306
Maslach Burnout Inventory rating for low personal accomplishment†† (N = 623)
  • Mean (SD) score4.90 (5.414)9.49 (6.462)< .001#0.86 (0.83–0.89)
  • Number317306
Demographic variables
Sex (n = 620)
  • Male174 (53.7)150 (46.3)1.44 (1.05–1.98)
  • Female132 (44.6)164 (55.4).023Reference
Marital status (n = 616)
  • Married or living with partner281 (52.4)255 (47.6)1.65 (1.03–2.67)
  • Other32 (40.0)48 (60.0).038Reference
Ethnocultural background (n = 613)
  • White238 (53.6)206 (46.4)1.48 (1.04–2.12)
  • Other74 (43.8)95 (56.2).030Reference
Rating of main practice setting
Born in Canada (n = 622)
  • Yes256 (54.5)214 (45.5)1.83 (1.26–2.66)
  • No60 (39.5)92 (60.5).001Reference
Age, y (n = 604)
  • ≥ 50151 (59.0)105 (41.0)1.75 (1.26–2.43)
  • < 50157 (45.1)191 (54.9).001Reference
  • * Obtained from the question, “Overall, how satisfied are you with your job?” The dichotomous outcome variable was created from the response options very dissatisfied, dissatisfied, not sure, satisfied, or very satisfied.

  • Using Graphic2 test.

  • Unadjusted odds ratios for categorical variables represent comparisons with the referent group (odds ratio = 1.00). An odds ratio greater than 1.00 indicates increased likelihood of being very satisfied. For example, men were 1.44 times more likely to be very satisfied with their jobs than women were. Odds ratios for continuous variables represent increase per unit change in the predictor variable. Odds ratios less than 1.00 represent a decrease in job satisfaction. For example, for each unit increase in the personal accomplishment subscale of the Maslach Burnout Inventory (which represents less personal accomplishment), participants were 0.86 times as likely to be very satisfied with their jobs (ie, are less satisfied with their job).

  • § Location of primary local department affiliation.

  • Location of main practice setting.

  • A measure of feelings of being overextended and exhausted by work. Higher scores indicate higher emotional exhaustion. Scale ranges from 0 to 54.

  • # Using t test.

  • ** A measure of unfeeling and impersonal response toward recipients of instruction or care, for example. Higher scores indicate higher levels of depersonalization. Scale ranges from 0 to 30.

  • †† A measure of feelings of successful achievement in work. Scored in the opposite direction such that higher scores indicate less personal accomplishment. Scale ranges from 0 to 48.