Predictors of Physician Assistant Student Mistreatment Reporting.

INTRODUCTION: Many physician assistant (PA) students experience mistreatment by preceptors in clinical settings though most do not report it to their institution. Nonreporting limits an institution's ability to address mistreatment and provide student support. Several reasons for nonreporting have been described in national surveys. The purpose of this study was to identify factors predictive of student reporting behavior. METHODS: This study used a nonexperimental, cross-sectional, predictive research design with quantitative analytic methods. Data were from 2 national surveys administered to PA students and programs in 2019. The sample was PA students who experienced mistreatment performed by preceptors. Logistic regression was used to identify which independent variables were predictors of student mistreatment reporting to their institution. RESULTS: Students were twice as likely to report mistreatment involving physical or sexual behavior compared with other types. Older students were more likely to report mistreatment than younger students. Policy factors were not significant predictors of student reporting behavior. DISCUSSION: Student likelihood to reporting severe forms of mistreatment indicate they recognize those behaviors as mistreatment and believe they are important enough to report. Greater likelihood of reporting by older students indicates the influence of student demographics and life experience. Policy factors and institution characteristics were not significant predictors of student reporting behavior, which suggest the limits of policy as a facilitator of mistreatment reporting. These findings have implications for educational program policy design, implementation, and evaluation, as well as underscore the need for further research to understand factors influencing students' decision to report mistreatment.

Occupational burnout among radiographers, sonographers and radiologists in Australia and New Zealand: Findings from a national survey.

INTRODUCTION: Evidence demonstrates that health care professionals are more prone to burnout than other professionals due to the emotionally taxing interactions they have with their patients on a daily basis. The aims of this study were to measure occupational burnout levels among sonographers, radiographers and radiologists and to examine predictors of burnout according to demographic characteristics. METHODS: A cross-sectional online survey was administered in 2010 to radiographers, sonographers and radiologists who were members of the following professional bodies: Australian Institute of Radiography, Australian Sonographers Association and The Royal Australian and New Zealand College of Radiologists. The Maslach Burnout Inventory was used to measure burnout levels for each profession. Data were analysed using SPSS Ver 20 (IBM, Chicago, IL, USA) statistical software. RESULTS: A total of 613 radiographers, 121 sonographers and 35 radiologists participated in the survey. Radiographers, sonographers and radiologists had a high mean (±SD) burnout score for emotional exhaustion (39.9 ± 8.5, 42.2 ± 8.5 and 44.9 ± 7.1 respectively) and depersonalization (18.9 ± 5.5, 20.3 ± 5.8 and 20.6 ± 5.6) compared to MBI norms. Radiographers also had low personal achievement (30.8 ± 5.5) compared to MBI norms. Radiographers and sonographers who were male, worked >10 hours overtime and spent <10% of their time training students per week had significantly higher depersonalization scores (p < 0.05). CONCLUSION: Burnout levels among radiographers, sonographers and radiologists are high and likely to vary according to some demographic and work-related factors. Further research is needed to examine ways to alleviate burnout in these professions so that loss of experienced staff due to burnout can be minimized and quality of patient care can be maintained.

Factors Predicting Physician Assistant Faculty Intent to Leave.

PURPOSE: To examine demographic, human capital, organizational, and environmental factors and their ability to predict physician assistant (PA) faculty intent to leave their current position. METHODS: The study was a nonexperimental, cross-sectional predictive design. A random sample of 994 PA faculty drawn from the Physician Assistant Education Association (PAEA) database was invited to participate. Descriptive statistics were used to describe the respondents. Exploratory factor analysis was used to determine construct validity of the variables. Multiple regression analysis was used to examine the predictive ability of the independent variables on PA faculty intent to leave. RESULTS: The survey response rate was 34.5% (343/994). Data from 271 respondents were available for analysis (27.1%). Exploratory factor analysis identified 6 factors: the independent variables workload, autonomy, distributive justice, role conflict, and organizational support, and the dependent variable intent to leave. Mean Likert scale score for intent to leave was 3.06, indicating a low intent to leave. Regression analysis demonstrated a significant effect of the combination of independent variables on PA faculty intent to leave (F=9.86, P<.0001). The R was 0.40, indicating that approximately 40% of the variance in intent to leave was accounted for by the combination of independent variables in the model. Significant contributors were organizational support (ß=-0.41, P<.0001), role conflict (ß=0.15, P<.01), and age (ß=-0.13, P<.05). CONCLUSION: The results of this study demonstrate that organizational support, role conflict, and age are significant predictors of PA faculty intention to leave. These results have implications for faculty development and retention efforts.

Radiographer perceptions of managerial transformational leadership levels.

Transformational leadership focuses on the ability of a leader to impact employees by inspiring employees to broaden interests in work as well as to be innovative and creative. It is positively associated with employee satisfaction and commitment to the organization. Characteristics of transformational leaders include confidence, ability to mange and deal with complexity, and belief in their employees and organizations. Considering the importance of leadership skills in radiology departments, this paper addresses directly the empirical evidence concerning radiographer's perception of their radiology managers and supervisors transformational leadership levels in the United States. Leadership can be taught, and we as a profession must begin to implement leadership training programs for our current and future leaders.

Factors that impact clinical laboratory scientists' commitment to their work organizations.

OBJECTIVE: To assess the predictive ability of various aspects of the work environment for organizational commitment. METHODS: A questionnaire measuring three dimensions of organizational commitment along with five aspects of work environment and 10 demographic and work setting characteristics was sent to a national, convenience sample of clinical laboratory professionals. SETTING AND PARTICIPANTS: All persons obtaining the CLS certification by NCA from January 1, 1997 to December 31, 2006. Only respondents who worked full-time in a clinical laboratory setting were included in the database. MAIN OUTCOME MEASURES: Levels of affective, normative, and continuance organizational commitment, organizational support, role clarity, role conflict, transformational leadership behavior of supervisor, and organizational type, total years work experience in clinical laboratories, and educational level of respondents. Questionnaire items used either a 7-point or 5-point Likert response scale. RESULTS: Based on multiple regression analysis for the 427 respondents, organizational support and transformational leadership behavior were found to be significant positive predictors of affective and normative organizational commitment. Work setting (non-hospital laboratory) and total years of work experience in clinical laboratories were found to be significant positive predictors of continuance organizational commitment. Overall the organizational commitment levels for all three dimensions were at the neutral rating or below in the slightly disagree range. CONCLUSIONS: The results indicate a less than optimal level of organizational commitment to employers, which were predominantly hospitals, by CLS practitioners. This may result in continuing retention problems for hospital laboratories. The results offer strategies for improving organizational commitment via the significant predictors.

Factors affecting radiographers' organizational commitment.

CONTEXT: A variety of factors influence employees' attitudes toward their workplace and commitment to the organization that employs them. However, these factors have not been well documented among radiologic technologists. OBJECTIVE: To determine the predictive ability of selected organizational, leadership, work-role and demographic variables on organizational commitment for a national sample of radiographers. METHODS: Three thousand radiographers registered by the American Registry of Radiologic Technologists working full time in clinical settings were surveyed by mail regarding their commitment to their employers, leadership within the organization that employs them, employer support and demographic information. RESULTS: Overall, radiographers were found to have only a moderate level of commitment to their employers. Among the factors that significantly affected commitment were the radiographer's educational level, perceived level of organizational support, role clarity and organizational leadership. CONCLUSION: The results of this study could provide managers and supervisors with insights on how to empower and challenge radiographers and offer opportunities that will enhance radiographers' commitment to the organization, thus reducing costly turnover and improving employee performance.

Burnout among occupational therapists.

Objectives. Using Maslach's Burnout Inventory (MBI), this study examined burnout among full-time staff occupational therapists including the extent of their burnout; how occupational therapists' burnout compared to four health care professions, and if type of health care setting impacts their level of burnout. Method. The MBI was mailed to each subject in the random sample (n = 3000) of occupational therapists who were American Occupational Therapy Association (AOTA) members. Results. Occupational therapists displayed a higher level of emotional exhaustion, and lower levels of depersonalization and personal accomplishment. Differences were found in the levels of occupational therapists' burnout when compared to four health care professions. Occupational therapists working in chronic care health care settings demonstrated higher levels of burnout than those working in other health care settings. Conclusion. The occupational therapist should strive to match their skills, interests, life style, and experience to the appropriate health care setting to promote a good person-environment fit to decrease burnout and promote quality patient care and personal health.

Burnout in radiation therapists: the predictive value of selected stressors.

PURPOSE: As cancer caregivers, radiation therapists experience a variety of stresses that may develop into burnout, which has been demonstrated to impact patient care, employee health, and organizational effectiveness. The purpose of the study was to assess the levels of radiation therapists' burnout at three stages. Additionally, the ability of selected workplace variables to predict each of the three stages of burnout was examined. METHODS AND MATERIALS: We used descriptive and inferential statistical analyses on reliable and valid instruments, which measured stress, burnout, and social support. RESULTS: Radiation therapists have high levels of the first two stages of burnout: emotional exhaustion and depersonalization. Although personal stress, organizational stress, guidance, reassurance of worth, and work load predicted 50% or more of the variance in emotional exhaustion and depersonalization, their predictive ability for personal accomplishment was low. CONCLUSION: Efforts to alleviate burnout among radiation therapists within an organization should have positive effects, including increased quality of patient care, improved quality of work life, higher levels of job satisfaction, and commitment and lower staff turnover.