A study of job satisfaction of nursing and allied health graduates from a Mid-Atlantic university

There have been numerous changes in the health care system, including cost-containment efforts, the increased growth of managed care, and shortages of many health professionals. It is important to assess the impact these changes are having on the quality of health care delivery and the way various health professionals view their jobs. To accomplish this assessment, a sample of experienced nursing and allied health professionals were asked to provide their assessment of positive and negative changes in the health system over a 5-year period. They also were asked to indicate their level of satisfaction with their profession, their current job, and various aspects of that job. A Health Care Environment Survey was mailed to six groups of graduates of a mid-Atlantic college of health professions. Three of the groups had been in practice for 5 years, and three of the groups had been in practice for 10 years. The survey asked respondents to assess the magnitude of certain changes in the health system over the previous 5 years and to provide an assessment of their satisfaction with their current job. A total of 1,610 surveys were mailed, and 787 were returned for a rate of 49%. Nursing and allied health professionals who responded to the survey reported that there have been many more negative than positive changes in the health care system, including less job security, efficiency, and time available to spend with individual patients and increases in workload, paperwork, and control of health care by insurance companies. Even with these negative changes, nurses and allied health professionals report a high level of satisfaction with their jobs. In investigating the aspects of their jobs that were most related to satisfaction, having a feeling of worthwhile accomplishment from their job, opportunities for personal and professional growth, recognition and satisfaction with their workload were found to be the best predictors of job satisfaction.     

Health promotion and allied health professionals: considerations for program design

There is growing public and corporate interest in health promotion programs. Available literature suggests that health promotion may contribute to greater longevity and life satisfaction while resulting in lower health care costs. Allied health professionals are perfectly positioned to make the difference between a successful or unsuccessful health promotion effort, whether in their own lives or in the lives of patients. However, allied health professionals need to commit themselves to making behavior changes to improve their own health so that they can effectively assist patients in making similar changes. These ideas are demonstrated through a study of an employee health promotion program for allied health professionals in a health maintenance organization.     

Community health‐care planning in Western Australian Country Health Service‐South West: An evaluation of patient views

Aims: To investigate community health patients' impressions of care planning and their relationship with allied health professionals in a rural town in Western Australia. Methods: Focus groups were conducted followed by a survey to identify patients' opinions on care planning and their relationships with health professionals. Results: Focus groups and a survey identified that patients generally had positive attitudes towards their experiences with community‐based allied health professionals. Participants identified some of the attributes that they valued in allied health professionals. Many participants (39%) believed that they had a partnership with the health professional and also valued having a shared decision‐making power with the health professional (46%); however, 17% identified that they would prefer the health professional to assume more of the decision‐making power. Conclusions: More work is needed to create a health culture in which patients want to manage their own health and can develop a relationship with their health professional that allows them to achieve this.     

Role conflicts in nursing and allied health: a comparison of professional and organizational commitment

Role compatibility and conflict between organizational and professional commitment for nurses, high school teachers, college faculty, and social workers have been the focus of several studies over the past two decades. The typical view has been that the professional employee must choose between the profession and the employing organization, since the values of each conflict. Primarily, studies have shown a basic incompatibility between professionals and organizations: the professional is seen as responding to authority based on expertise, while the organization is characterized by authority based on hierarchical position. Since a study of this type has not been conducted in allied health specifically, the purpose of this study was to examine whether bureaucratic and professional role concepts conflict with the allied health professional. Recent graduates and graduates with two years of employment experience representing nursing and four allied health disciplines at one institution were surveyed. Results of the study indicated that the respondents were able to maintain a high degree of professional commitment without perceiving undue conflict from the demands of the organization. Based on the findings, allied health educators are encouraged to examine the curriculum to ensure graduates are prepared for the realities of employment as well as committed to their respective professions.     

Recredentialing in the allied health professions

Credentialing of allied health professionals is used to assure the public that they are receiving care from competent individuals, and recredentialing is a means to demonstrate continuing competence. There is considerable variability in the requirements that allied health professions have for recredentialing. Of the 16 national credentials representing 14 allied health professions that were included in this study, 50% had no continuing education (CE) or retesting requirement in order to maintain the credential. The remaining 50% required CE in amounts ranging from 10 to 50 hours per year, with a mean of 18.5 hours. One credential requires both CE and retesting. A review of the literature reveals that CE requirements are not linked to improved patient outcomes, and evidence linking retesting to improved outcomes is lacking. Therefore, even though there is external pressure to implement recredentialing requirements for the allied health professions, care needs to be taken to assure that the tools used to ensure continued competence are valid and reliable.     

Prevalence and frequency of health service use: associations with occupational prestige and educational attainment

Abstract: The accessibility of health care services has been suggested to be one factor with the potential to ameliorate the health effects of socioeconomic disadvantage. From a randomly selected sample of households in the Lower Hunter Valley region, 2623 adults were surveyed in 1987–88 to identify their reported use of medical, allied and alternative health services during the previous four weeks. There was a higher prevalence of use of the ‘usual’ general practitioner and medical services among educationally disadvantaged respondents only. No significant differences were evident between educational or between occupational groups in the prevalence of use of either alternative services or health services generally. Fewer occupationally disadvantaged respondents reported using allied health services. There was no difference in the number of health services used. Disadvantaged respondents were more likely to use medical services exclusively. Only educationally disadvantaged service users reported using any health, medical or general practitioner services more frequently than expected. In contrast, only occupationally disadvantaged service users reported using allied health services (and allied health services other than dentists) more frequently. The lack of consistent differentials in use across health services in favour of disadvantaged respondents suggests that a number of health care services may not be responding to the greater need for health care among disadvantaged members of the community.     

The relationship between choice of college major and prevalence of adult children of alcoholics

This study was designed to clarify the possible relationship between choice of college major and prevalence of parental alcoholism. A total of 190 occupational and physical therapy (OT/PT) students were surveyed using the Children of Alcoholics Screening Test. Results were compared to those from a group of 211 marketing, mixed, and undecided majors. The allied health OT/PT group reflected a 33% prevalence of parental alcoholism. Furthermore, a significant difference was found between the allied health and nonallied health groups. Awareness of this prevalence can help faculty identify students who are adult children of alcoholics and refer them for help before potential problems arise when they become helping professionals.     

Depression and associated characteristics among community-based elderly people

Depression is a major health problem, particularly among the elderly. It is important that allied health professionals, especially those working with the elderly, understand this often serious condition. The data for this article were collected as part of an interdisciplinary geriatric health care team project, which included allied health professionals working in rural and urban clinics. The primary purpose of this study was to determine the association of depression with various demographic, medical, mental, physical functionality, and social factors among community-based elderly people. A logistic regression (backward selection) indicated that elderly people living alone were 3.3 times more likely to be depressed than elderly residing in a household with others. As assistance with instrumental activities of daily living increased, the likelihood of depression also increased. Most significantly, urban residents were 3.8 times more likely to be depressed than their rural counterparts. Additional research into the differences in the prevalence of depression between urban and rural elderly would provide a more in-depth understanding of this problem and help to identify more effective treatment plans for different elderly populations. Other independent variables, including demographic, medical, and social characteristics were not found to be significantly predictive of depression in this study.     

Development of a distance education palliative care programme for allied health professionals in Australia

A postal survey of allied health professionals working in hospice and palliative care in Australia was conducted in 1995. Its aims were to investigate the education presently provided for allied health professionals in this field and the interest of these workers in further education. A total of 223 questionnaires were returned. One hundred and sixty-five respondents stated that no specific education for allied health professionals was provided in their workplace. Almost all considered that there was a need for more palliative care education for allied health professionals. Seventy-five per cent said they were interested in distance education in palliative care. The implications of these findings for further training are discussed, as well as the development of a post-graduate distance education package.     

Assessing the need for multicompetent allied health care professionals in the HMO setting

In the past decade, changes in health care reimbursement and emphasis on cost containment have changed patterns of health care delivery. Among these changes are the rapid decline of the hospital as the center of care, and an emphasis on managed systems of health care delivery. Health maintenance organizations (HMOs) have grown rapidly, and now control a significant portion of the health care marketplace. As such, HMOs provide nontraditional employment settings for allied health professionals. To date, little is known regarding the status of allied health professionals in the HMO setting. The purpose of this study was to describe the perceived need for nontraditional multicompetent allied health professionals in the HMO setting. Results indicate that group and staff model HMOs have a high number of traditionally prepared allied health professionals. In addition, a large number of these sites employ multicompetent professionals, most of whom receive "in-house" training. Further research regarding the role expectations for such professionals is indicated.     

The quality of working life for allied health professionals in an HMO

Two hundred seventy-six allied health professionals were surveyed about their levels of job satisfaction, organizational commitment, and job tension in order to assess the quality of working life in a large west coast health maintenance organization. The results suggest that this HMO contributed slightly to these allied health professionals' level of job satisfaction and organizational commitment. Job tension did not appear to be excessive in the HMO. Personal characteristics and facts relating to an allied health professional's environment did not surface as major predictors of the quality of working life for this sample. The implications of these findings for allied health professionals and HMOs are presented.     

Perspectives on clinical outcomes assessment: a view for the allied health professions

The purpose of clinical outcomes assessment is well recognized by allied health professionals, but several obstacles have impeded the conduct of such research in the allied health professions. Many professionals have difficulty in determining how to begin. To explore the research possibilities already available within the health care environment, a way to visualize and organize the potential variables is needed. In light of a taxonomy of patient outcomes, an effort is made here to summarize and portray the characteristics of the delivery system, the environmental and structural factors, and both patient and provider attributes. Many of these aspects of outcomes investigations are within the purview and capabilities of allied health professionals. Through a division of labor among the professions, a mosaic can be collectively created that validates what they do and the value they add to patient care.     

Subordinate appraisal of managers: "testing the theory"

Identifies the qualities of "ideal" line manager as perceived by three groups of professionals allied to medicine. Makes explicit the research methodology used to gather data, and reports the findings. Surveys three groups of professionals allied to medicine (PAM), namely, speech therapists, social workers (child health and adult physical health) and clinical psychologists. Offers an analysis of the data and draws some conclusions. Concludes with a reflection on the significance of the findings.     

Stress and psychological well-being among allied health professionals

This study reports findings of an online survey of 139 health professionals. Health professionals were asked about the degree and type of workplace stress they encountered, as well as general perceived stress, psychological distress, and life satisfaction. The sample comprised social workers, psychologists, occupational therapists, physiotherapists, speech pathologists, and a small number of other allied health professionals. The allied health professional groups were remarkably similar in terms of workplace stress, life satisfaction, perceived stress outside the workplace, and the depression, anxiety, and stress subscales of the Depression Anxiety and Stress Scale. There were no significant differences in these variables between those working in hospital and community settings. Compared with expectations based on normative data, more people in the present sample had Depression Anxiety and Stress Scale depression scores in the mild, moderate, severe, or very severe range. The single significant predictor of psychological distress and life satisfaction was perceived stress. In the context of an increasingly generic health care workforce, the present findings indicate that workplace stressors are also generic and that generic, interdisciplinary stress management approaches may therefore be recommended.     

Rural versus urban: Tennessee health administrators' strategies on recruitment and retention for allied health professionals

Due to an increase in the need for allied health professionals, there is a growing interest to assess the allied health workforce and its employment needs. This is especially true in medically underserved rural areas where there is a critical shortage of allied health professionals. A survey was sent to allied health administrators across a variety of allied health disciplines working in Tennessee hospitals in order to gauge opinions on retention and recruitment strategies. Overall successful strategies for recruitment and retention of allied health professionals were reported as well as differences between urban and rural areas, differences of perceptions of strategy effectiveness among allied health disciplines, and key strategies for rural allied health recruitment. Little is known about organizational policies impacting recruitment and retention practices of allied health professionals in Tennessee hospitals. Understanding of this problem is vital to the prevention of a critical shortage of allied health professionals. Therefore, this study sought to compare rural and urban hospital in Tennessee with respect to recruitment and retention needs.     

Firearm ownership and health care workers.

OBJECTIVE. Health professionals have increasingly become aware of the public health hazards caused by firearms. This study was designed to determine the firearm ownership and storage practices of a group of health care workers. METHODS. All 6436 nonphysician employees of a large health maintenance organization were surveyed as part of an ongoing effort to enhance the organization''s effectiveness. Two questions regarding firearm ownership and storage practices were included in the 85-question survey instrument. A total of 4999 surveys were returned, for a response rate of 78%. RESULTS. Forty-two percent of the health workers surveyed reported keeping a firearm in their home, and 35% of firearm owners stored that firearm loaded. Men were more likely than women to report having a firearm in the home. Firearm ownership and storage of a loaded firearm decreased with higher levels of education in both sexes. A measure of increased alcohol consumption was related to higher rates of firearm ownership and storage of loaded firearms in men. CONCLUSIONS. A substantial number of health care workers had firearms in their homes and did not store them safely. Counseling regarding the risks associated with easy access to firearms should be considered for inclusion in employee health programs as well as in employee assistance and alcohol treatment programs.     

Measuring rural allied health workforce turnover and retention: What are the patterns,determinants and costs?

Objectives: To measure variations in patterns of turnover and retention, determinants of turnover, and costs of recruitment of allied health professionals in rural areas. Design: Data were collected on health service characteristics, recruitment costs and de‐identified individual‐level employment entry and exit data for dietitians, occupational therapists, physiotherapists, podiatrists, psychologists, social workers and speech pathologists employed between 1 January 2004 and 31 December 2009. Setting: Health services providing allied health services within Western Victoria were stratified by geographical location and town size. Eighteen health services were sampled, 11 participated. Main outcome measures: Annual turnover rates, stability rates, median length of stay in current position, survival probabilities, turnover hazards and median costs of recruitment were calculated. Results: Analysis of commencement and exit data from 901 allied health professionals indicated that differences in crude workforce patterns according to geographical location emerge 12 to 24 months after commencement of employment, although the results were not statistically significant. Proportional hazards modelling indicated profession and employee age and grade upon commencement were significant determinants of turnover risk. Costs of replacing allied health workers are high. Conclusions: An opportunity for implementing comprehensive retention strategies exists in the first year of employment in rural and remote settings. Benchmarks to guide workforce retention strategies should take account of differences in patterns of allied health turnover and retention according to geographical location. Monitoring allied health workforce turnover and retention through analysis of routinely collected data to calculate selected indicators provides a stronger evidence base to underpin workforce planning by health services and regional authorities.     

The experiences of non-medical health professionals undertaking community-based health assessments for people aged 75 years and over

Our objective was to explore the perceptions of allied health professionals who conducted over 3000 home-based health assessments within the general-practice-dominated Australian primary healthcare system. A series of semistructured qualitative interviews were carried out within the Department of Veterans' Affairs 'Preventive Care Trial', where health assessments are undertaken by health professionals in the homes of participating veterans and war widows. Health professionals were employed within the Preventive Care Trial to conduct assessments in 10 areas of New South Wales and Queensland. Subjects were mainly registered nurses, but also included a social worker, an occupational therapist, a physiotherapist and a psychologist. The health professionals described positive attitudes towards the health assessments, and showed that they have the broad range of necessary personal and professional skills to undertake them. Home visits were seen as an essential component and the most useful aspects included direct observation of home safety and medications. This study demonstrates that health assessments for older people can be acceptably and competently undertaken by suitably qualified allied health professionals, and that an effective collaborative approach to patient care can be achieved through such a system.     

Employee dependents: the future focus of worksite health promotion programs and the potential role of the allied health professional

The prevalence of health promotion activities has increased in worksites over the last five years. Many companies that have offered health promotion programs in the past have done so primarily for their employees. In the last several years, programs have extended to employee dependents by opening current employee programs to dependents. However, employee health promotion programs may not be relevant or accessible to employee dependents, particularly when children or elderly parents are taken into consideration. This paper outlines several reasons for expanding health promotion benefits to include dependents, suggests a working construct for dependent programs, and discusses the possible roles of allied health professionals in these programs.