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 VARIABLES | OVERALL JOB SATISFACTION* | P VALUE† | ODDS 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 excellent | 209 (56.2) | 163 (43.8) | 2.17 (1.55–3.04) | |
| • Good, fair, or poor | 85 (37.1) | 144 (62.9) | <.001 | Reference |
| Overall recognition of teaching, research, leadership, mentorship, and career support (n = 595) | ||||
| • Very good or excellent | 215 (55.0) | 176 (45.0) | 2.06 (1.46–2.91) | |
| • Good, fair, or poor | 76 (37.3) | 128 (62.7) | <.001 | Reference |
| Communication (n = 601) | ||||
| • Very good or excellent | 158 (54.3) | 133 (45.7) | 1.50 (1.09–2.07) | |
| • Good, fair, or poor | 137 (44.2) | 173 (55.8) | 0.013 | Reference |
| Leadership (n = 588) | ||||
| • Very good or excellent | 171 (56.6) | 131 (43.4) | 1.89 (1.36–2.62) | |
| • Good, fair, or poor | 117 (40.9) | 169 (59.1) | <.001 | Reference |
| Mission, vision, and values (n = 534) | ||||
| • Very good or excellent | 176 (58.1) | 127 (41.9) | 1.85 (1.31–2.61) | |
| • Good, fair, or poor | 99 (42.9) | 132 (57.1) | <.001 | Reference |
| Workload and practice (n = 555) | ||||
| • Very good or excellent | 208 (55.0) | 170 (45.0) | 2.39 (1.65–3.46) | |
| • Good, fair, or poor | 60 (33.9) | 117 (66.1) | <.001 | Reference |
| Teamwork (n = 546) | ||||
| • Very good or excellent | 130 (61.3) | 82 (38.7) | 2.22 (1.57–3.16) | |
| • Good, fair, or poor | 139 (41.6) | 195 (58.4) | <.001 | Reference |
| Physician involvement in programs and planning (n = 549) | ||||
| • Very good or excellent | 175 (56.1) | 137 (43.9) | 1.94 (1.38–2.74) | |
| • Good, fair, or poor | 94 (39.7) | 143 (60.3) | <.001 | Reference |
| Resource distribution for clinical work, teaching, and research (n = 527) | ||||
| • Very good or excellent | 173 (54.2) | 146 (45.8) | 1.68 (1.18–2.39) | |
| • Good, fair, or poor | 86 (41.3) | 122 (58.7) | .004 | Reference |
| Remuneration (n = 540) | ||||
| • Very good or excellent | 171 (53.4) | 149 (46.6) | 1.69 (1.19–2.39) | |
| • Good, fair, or poor | 89 (40.5) | 131 (59.5) | .003 | Reference |
| Respect (n = 577) | ||||
| • Very good or excellent | 145 (59.2) | 100 (40.8) | 2.06 (1.48–2.89) | |
| • Good, fair, or poor | 137 (41.3) | 195 (58.7) | <.001 | Reference |
| Rating of main practice setting‖ | ||||
| Infrastructure support (n = 595) | ||||
| • Very good or excellent | 212 (57.5) | 157 (42.5) | 2.46 (1.75–3.47) | |
| • Good, fair, or poor | 80 (35.4) | 146 (64.6) | < .001 | Reference |
| Leadership and mentorship experiences | ||||
| Held a senior leadership role in the past (n = 474) | ||||
| • Yes | 152 (56.1) | 119 (43.9) | 1.64 (1.13–2.36) | |
| • No | 89 (43.8) | 114 (56.2) | .008 | Reference |
| Rating of the overall quality of mentoring received (n = 595) | ||||
| • Very good or excellent | 275 (51.5) | 259 (48.5) | 2.99 (1.65–5.42) | |
| • Good, fair, or poor | 16 (26.2) | 45 (73.8) | < .001 | Reference |
| Rating of the importance of receiving mentoring in current role (N = 623) | ||||
| • Neutral, not very, or not at all | 115 (55.0) | 94 (45.0) | 1.43 (1.02–2.00) | |
| • Somewhat or very | 191 (46.1) | 223 (53.9) | .036 | Reference |
| Health status variables | ||||
| Self-rated health status (n = 622) | ||||
| • Very good or excellent | 289 (54.3) | 243 (45.7) | 2.78 (1.71–4.49) | |
| • Good, fair, or poor | 27 (30.0) | 63 (70.0) | < .001 | Reference |
| Self-rated stress at work in the past year (n = 622) | ||||
| • Not at all, not very, or a bit | 210 (42.7) | 282 (57.3) | 3.79 (2.47–5.83) | |
| • Quite or extremely stressful | 96 (73.8) | 34 (26.2) | < .001 | Reference |
| Self-rated stress in life in the past year (n = 622) | ||||
| • Not at all, not very, or a bit | 226 (44.3) | 284 (55.7) | 3.14 (2.01–4.91) | |
| • Quite or extremely stressful | 80 (71.4) | 32 (28.6) | < .001 | Reference |
| Maslach Burnout Inventory rating for emotional exhaustion¶ (N = 623) | ||||
| • Mean (SD) score | 14.40 (8.017) | 25.89 (11.280) | < .001# | 0.89 (0.87–0.91) |
| • Number | 317 | 306 | ||
| Maslach Burnout Inventory rating for depersonalization** (N = 623) | ||||
| • Mean (SD) score | 3.78 (3.661) | 7.07 (5.621) | < .001# | 0.85 (0.82–0.89) |
| • Number | 317 | 306 | ||
| Maslach Burnout Inventory rating for low personal accomplishment†† (N = 623) | ||||
| • Mean (SD) score | 4.90 (5.414) | 9.49 (6.462) | < .001# | 0.86 (0.83–0.89) |
| • Number | 317 | 306 | ||
| Demographic variables | ||||
| Sex (n = 620) | ||||
| • Male | 174 (53.7) | 150 (46.3) | 1.44 (1.05–1.98) | |
| • Female | 132 (44.6) | 164 (55.4) | .023 | Reference |
| Marital status (n = 616) | ||||
| • Married or living with partner | 281 (52.4) | 255 (47.6) | 1.65 (1.03–2.67) | |
| • Other | 32 (40.0) | 48 (60.0) | .038 | Reference |
| Ethnocultural background (n = 613) | ||||
| • White | 238 (53.6) | 206 (46.4) | 1.48 (1.04–2.12) | |
| • Other | 74 (43.8) | 95 (56.2) | .030 | Reference |
| Rating of main practice setting‖ | ||||
| Born in Canada (n = 622) | ||||
| • Yes | 256 (54.5) | 214 (45.5) | 1.83 (1.26–2.66) | |
| • No | 60 (39.5) | 92 (60.5) | .001 | Reference |
| Age, y (n = 604) | ||||
| • ≥ 50 | 151 (59.0) | 105 (41.0) | 1.75 (1.26–2.43) | |
| • < 50 | 157 (45.1) | 191 (54.9) | .001 | Reference |
↵* 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
2 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.
