Table 2.

Final multivariate logistic regression model of predictors of job satisfaction among family medicine faculty: Hosmer-Lemeshow goodness-of-fit test = 0.792; ρ2 = 0.13 (pseudo R2 values between 0.2 and 0.4 suggest a very good fit); Cox Snell R2 = 0.333; Nagelkerke R2 = 0.444; N = 525 (of the 623 participants, 98 (15.7%) had missing values for 1 or more of the variables included in the final model.

PREDICTORS OF JOB SATISFACTIONADJUSTED ODDS RATIO (95% CI)*
Maslach Burnout Inventory emotional exhaustion subscale†0.90 (0.88–0.92)
Maslach Burnout Inventory personal accomplishment subscale‡0.87 (0.83–0.91)
Faculty member born in Canada
  • Yes2.22 (1.33–3.69)
  • NoReference
Rating of the overall quality of mentoring received
  • Very good or excellent3.32 (1.51–7.31)
  • Good, fair, or poorReference
Rating of teamwork
  • Very good or excellent1.86 (1.19–2.90)
  • Good, fair, or poorReference

  • ↵* Odds ratios for categorical variables represent comparisons with the referent group (odds ratio = 1.00) after adjustment for all other variables in the model. An odds ratio greater than 1.00 indicates increased likelihood of being very satisfied. For example, those who rated their overall quality of mentoring received as very good or excellent were 3.32 times more likely to be very satisfied with their jobs than those who rated their mentorship as good, fair, or poor after adjusting for all other variables in the model. 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, the personal accomplishment subscale scores range from 0 to 48. For each unit of increase (which represents less personal accomplishment), participants are 0.87 times as likely to be very satisfied with their job (ie, are less satisfied with their job).

  • ↵† Higher scores indicate higher emotional exhaustion.

  • ↵‡ Higher scores represent less personal accomplishment.