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PubMedDate not supplied

Development of the Misener Nurse Practitioner Job Satisfaction Scale.

The purpose of this study was to construct a reliable and valid instrument to measure job satisfaction among nurse practitioners (NP). The methodological approach consisted of a literature review and modification of an extant instrument (Mueller/McCloskey, 1990) to reflect primary care, followed by augmentation and validation of the items suggested by nurse practitioner faculty members and Master's prepared nurse practitioners. A 77-item scale was developed and mailed to 413 NPs recognized by the state boards of nursing in two states. Usable returns were received from 342 (83%) NPs. Items were reviewed for validity prior to field-testing the instrument. The 77 items were subjected to exploratory factor analysis to support construct explication using the maximum likelihood method of extraction and a promax rotation. An eigenvalue cutoff of 1.0 and item-to-factor loadings of at least .35 were criteria that guided item retention. Thirty-three items were deleted. The resultant six factors were named: (a) intra-practice partnership/collegiality; (b) challenge/autonomy; (c) professional, social, and community interaction; (d) professional growth; (e) time; and (f) benefits. The six factors (subscales) produced internal consistency reliability estimates of .94, .89, .84, .86, .83, and .79, respectively. The 44 retained items were used to create the final version of the Misener Nurse Practitioner Job Satisfaction Scale (MNPJSS), with a possible maximum score of 264 using a 6-point Likert-type scale.

Adult↗
PubMedDate not supplied

Physician executives report high job satisfaction. Summary of findings from a survey of senior physician executives.

The role of the senior physician executive is well established in American hospitals and health systems. There is little research, however, on overall physician executive job satisfaction, their perceptions of their organizational role and job performance, or their views of the medical staffs with which they work. A recent survey of physician executives examined these and other areas. It found physician executives to be quite satisfied with their jobs. What follows is a summary of the findings. An article based on the survey will be featured in a future issue of The Physician Executive.

Data Collection↗
PubMed2001

Training the ideal hospital doctor: the specialist registrars' perspective.

BACKGROUND: When training for junior doctors is being planned, little discussion is focused on what outcomes hospitals are trying to achieve with regard to education/training, i.e. on what makes the ideal hospital doctor. Instead, the primary focus is on the requirements of the syllabi of the Royal Colleges (credentialing) and the requirements of service delivery (job description). Current literature has no qualitative studies of any longitude in which middle-grade doctors are asked about their vision of the ideal hospital doctor, what they feel can be done to help realize this vision, and how they feel about their own training. METHODS: This study examined data principally collected through a series of semistructured interviews conducted with eight specialist registrars (SpRs), four each from the North Trent and South Thames rotations over a period of 18 months. Additional information was taken from focus groups, interviews with programme directors, and questionnaires. FINDINGS: A model was created of the SpRs' perceptions of the key attributes of an ideal hospital doctor and of how these may be achieved in training. Eight broad areas were identified: clinical knowledge and skills; key clinically related generic/non-clinical skills; self-directed learning and medical education; implementing change management; applying strategic and organizational skills in career planning; consultation skills; research; and key personal attributes. CONCLUSIONS: SpRs are articulate in expressing their own expectations of their training and have considerable insight into the components of good training. Further improvement could be made and will require significant commitment from both trainees and trainers.

Clinical Competence↗
PubMed1998

Distant oceanic paramedical practice: an example of environmental health nursing in remote hazardous locations.

Occupational health practitioners, whether they be medical practitioners or nursing practitioners, work in an ever-increasing diversified environment--from banks and insurance companies and other commercial outlets in the tertiary field to light and heavy manufacturing and engineering--but even this specialized area of practice has various subspecialities that are "off the beaten track." This article will focus on one of these fields--that of the petrochemical industry. Oil and gas production can be found both on land and at sea and this article looks at some of the different types of units from healthcare perspective. The method of practicing as an offshore nurse is described. A summary of practical tasks and skills is also presented within the setting of an offshore medic's job description. This is based on the current practices and legislation that is in force at this time, not only within the UK but also including Europe as a whole. The reader will attain a general understanding of how this industry operates. However, more relevant to the readership, a comprehensive idea of the medical and par-medical knowledge and skills required to practice in a worldwide context as an offshore medic/nurse is presented. Some of the items discussed include the qualifications needed, the tasks undertaken (medical and nonmedical), and some basic study of the medical problems that are encountered while working within marine and land-based hostile environments.

Environmental Health↗
PubMedDate not supplied

Spoilt for choice.

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Attitude of Health Personnel↗
PubMed2002

Coding on the home front.

Recently, a group of coders participated in a survey about their day-to-day experiences as remote, or at-home coders. The survey asked a series of questions related to the positives and negatives of coding at home versus coding in the more traditional office setting. Below is a summary of the survey findings.

Abstracting and Indexing↗
PubMedDate not supplied

Theatre, not drama.

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Adult↗
PubMedDate not supplied

Married white female.

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Burnout, Professional↗
PubMedDate not supplied

Days of helping.

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Attitude of Health Personnel↗