The Spector Job Satisfaction Survey: Associations of Satisfaction with Leaving EMS.

IF 2.1 3区 医学 Q2 EMERGENCY MEDICINE
Christopher B Gage, Lakeshia Logan, Jacob C Kamholz, Jonathan R Powell, Shea L van den Bergh, Eben Kenah, Ashish R Panchal
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引用次数: 0

Abstract

Objectives: Detailed job satisfaction evaluations are often used to build strategies for employee retention. Despite recognizing that emergency medical services (EMS) dissatisfaction drives turnover, validated tools rigorously evaluating satisfaction have not been employed. We aim to assess the association between EMS clinician satisfaction and their likelihood of leaving the profession using the validated Spector Job Satisfaction Survey (JSS).

Methods: We conducted a cross-sectional survey of nationally certified EMS clinicians in the United States recertifying between October 2022 and April 2023. Our primary outcome was the self-reported likelihood of leaving EMS within 12 months (likely or not likely to leave). The primary exposure was job satisfaction, assessed using the 36-item JSS, scored from 36 to 216, and analyzed in two models: total satisfaction (dissatisfied [scores 36-108], ambivalent [108-144], satisfied [144-216]), and satisfaction subscales (e.g., pay, promotion, supervision). We applied Least Absolute Shrinkage and Selection Operator (LASSO) regression to identify key predictors of intent to leave EMS, adjusting for demographic and agency characteristics. Post-LASSO Bayesian logistic regression estimated odds ratios (OR) and 95% credible intervals (CrI).

Results: Among 33,414 EMS clinicians (response rate: 26.3%), the median age was 36 years (IQR: 29,46), 74.2% were male, and 83.0% were White, non-Hispanic. Most respondents worked full-time (77.6%), primarily as EMTs (48.5%), in urban settings (89.9%). Mean satisfaction scores were higher among those not likely to leave EMS (146.7 [standard deviation: 29.0]) than those likely to leave (121.2 [28.4]). Odds of leaving decreased for more satisfied clinicians: ambivalent clinicians [0.35 (0.32-0.38)]; satisfied clinicians [0.11 (0.10-0.13)]; referent dissatisfied. Additionally, specific satisfaction subscales were associated with lower odds of leaving for those satisfied compared to those dissatisfied, including nature of work [0.32 (0.28-0.37)], pay [0.46 (0.40-0.52)], promotion opportunities [0.53 (0.47-0.61)], supervision [0.65 (0.57-0.73)] and contingent rewards [0.77 (0.67-0.88)].

Conclusions: The EMS clinicians with higher satisfaction with their nature of work, pay, and promotion opportunities were less likely to report intent to leave. These findings highlight key factors that may inform workforce retention efforts.

Spector工作满意度调查:满意度与离开EMS的关系。
目标:详细的工作满意度评估通常用于制定员工保留策略。尽管认识到紧急医疗服务(EMS)的不满驱动营业额,有效的工具严格评估满意度尚未采用。我们的目的是评估EMS临床医生的满意度和他们离开的可能性使用验证Spector工作满意度调查(JSS)之间的关系。方法:我们对2022年10月至2023年4月期间在美国重新获得国家认证的EMS临床医生进行了横断面调查。我们的主要结果是自我报告在12个月内离开EMS的可能性(可能或不可能离开)。主要暴露是工作满意度,使用36项JSS进行评估,得分从36-216,并在两个模型中进行分析:总满意度(不满意[36-108],矛盾[108-144],满意[144-216])和满意度子量表(例如薪酬,晋升,监督)。我们应用最小绝对收缩和选择算子(LASSO)回归来确定离开EMS意图的关键预测因素,并根据人口统计和代理特征进行调整。后lasso贝叶斯逻辑回归估计优势比(OR)和95%可信区间(CrI)。结果:33,414名EMS临床医生(有效率:26.3%)中位年龄为36岁(IQR: 29,46), 74.2%为男性,83.0%为白人,非西班牙裔。大多数受访者在城市(89.9%)从事全职工作(77.6%),主要是急救医生(48.5%)。不可能离开EMS的人的平均满意度得分(146.7[标准差:29.0])高于可能离开EMS的人(121.2[28.4])。更满意的临床医生离职的几率降低:矛盾的临床医生[0.35 (0.32-0.38)];满意的临床医生[0.11 (0.10-0.13)];参照不满。此外,与不满意的人相比,满意的人的离职几率更低,具体的满意度子量表包括工作性质[0.32(0.28-0.37)]、薪酬[0.46(0.40-0.52)]、晋升机会[0.53(0.47-0.61)]、监督[0.65(0.57-0.73)]和偶然奖励[0.77(0.67-0.88)]。结论:对工作性质、薪酬和晋升机会满意度较高的EMS临床医生报告离职意向的可能性较小。这些发现强调了可能为员工保留工作提供信息的关键因素。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
Prehospital Emergency Care
Prehospital Emergency Care 医学-公共卫生、环境卫生与职业卫生
CiteScore
4.30
自引率
12.50%
发文量
137
审稿时长
1 months
期刊介绍: Prehospital Emergency Care publishes peer-reviewed information relevant to the practice, educational advancement, and investigation of prehospital emergency care, including the following types of articles: Special Contributions - Original Articles - Education and Practice - Preliminary Reports - Case Conferences - Position Papers - Collective Reviews - Editorials - Letters to the Editor - Media Reviews.
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