Relationships between job satisfaction, intentions to leave family practice and actually leaving among family physicians in England.

BACKGROUND: A national survey of family physicians working in the National Health Service (NHS) of England in 2001 revealed that 1/10 under 50 years of age were intending to leave direct patient care within 5 years, and that the principal predictor of their intention to leave was job satisfaction. Our research addressed two questions. First, does a family physician's stated intention to leave their job predict whether or not they actually do leave? Second, to what extent does job satisfaction predict actually leaving? METHODS: Secondary data analysis was performed on 1174 family physicians aged 50 years and under, who responded to the aforementioned survey. Using data from the annual census of physicians in the NHS, we determined which physicians actually left family practice during the next 5 years. RESULTS: Of the 1174 family physicians studied, 194 (16.5%) had left direct patient care within 5 years. Multivariate regression showed that job satisfaction predicted a physician's intention to leave direct patient care and that intention to leave predicted actually leaving. Logically, job satisfaction should then have predicted actual leaving. Our findings, however, suggest that this is only partly true. CONCLUSION: Although higher levels of job 'dissatisfaction' were associated with an increased likelihood of leaving, higher levels of job 'satisfaction' did not prevent leaving.

Enhancing care, improving quality: the six roles of the general practice nurse.

OBJECTIVE: To describe the evolving roles of practice nurses in Australia and the impact of nurses on general practice function. DESIGN, SETTING AND PARTICIPANTS: Multimethod research in two substudies: (a) a rapid appraisal based on observation, photographs of workspaces, and interviews with nurses, doctors and managers in 25 practices in Victoria and New South Wales, conducted between September 2005 and March 2006; and (b) naturalistic longitudinal case studies of introduced change in seven practices in Victoria, NSW, South Australia, Queensland and Western Australia, conducted between January 2007 and March 2008. RESULTS: We identified six roles of nurses in general practice: patient carer, organiser, quality controller, problem solver, educator and agent of connectivity. Although the first three roles are appreciated as nursing strengths by both nurses and doctors, doctors tended not to recognise nurses' educator and problem solver roles within the practice. Only 21% of the clinical activities undertaken by nurses were directly funded through Medicare. The role of the nurse as an agent of connectivity, uniting the different workers within the practice organisation, is particularly notable in small and medium-sized practices, and may be a key determinant of organisational resilience. CONCLUSION: Nursing roles may be enhanced through progressive broadening of the scope of the patient care role, fostering the nurse educator role, and addressing barriers to role enhancement, such as organisational inexperience with interprofessional work and lack of a career structure. In adjusting the funding structure for nurses, care should be taken not to create perverse incentives to limit nurses' clinical capacity or undermine the flexibility that gives practice nursing much of its value for nurses and practices.