Inequality in Pay Ranks Among Factors Impacting Job Satisfaction Among Female Physicians

Inequality in Pay Ranks Among Factors Impacting Job Satisfaction Among Female Physicians

Jaciel Elizabeth Keltgen
Copyright: © 2021 |Pages: 23
DOI: 10.4018/978-1-7998-3737-4.ch001
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Job satisfaction has fallen among doctors, and beyond lack of pay parity that averages 25%, female physician job satisfiers differ from male colleagues. Health systems can build upon female physicians' confidence in their abilities to communicate with patients, show empathy, build trust, and elicit patient compliance with treatment plans. Systems must attend to work conditions for young and female cohorts, thereby retaining half of the workforce offering critical care to 7.8 billion people. Ordinal logistic regression was used to analyze data gathered in the U.S. by the Center for Studying Health System Change. Data were used to build a predictive statistical model in concert with independent variables linked to generational and job satisfaction literature. This study revealed statistically significant correlations between factors not only by gender, but also by generational membership. Statistically significant factors affecting job satisfaction among female physicians include provision of quality care to all patients, adequate time spent with patients and income.
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The study included in this chapter investigates which factors are most important to physicians – especially female physicians – engaged in delivering excellent care to an aging populace (Worldometers, 2019). Because forecasts show a formidable gap between the demand for healthcare to an older population and the inadequate supply of practicing physicians, it is important to develop a statistically significant model predicting satisfaction by gender as well as generation. Governments, employers, insurers, hospitals, medical professionals, taxpayers, and care recipients all have a substantial material stake in striking a balance between demand and supply.

Key Terms in this Chapter

Quality of Care: The extent to which health care services provided to individuals and patient populations improve desired health outcomes.

Generation X: Individuals born between 1964 and 1980, after the Baby Boom Generation and before the Millennial Generation.

Work-Related Stress: The adverse reaction people have to excessive pressures or other types of demand placed on them at work.

Workload: The amount of work to be done by someone.

Work Conditions: The working environment and all existing circumstances affecting labor in the workplace, including job hours, physical aspects, legal rights, and responsibilities.

Baby Boom Generation: Those individuals born between 1946 and 1964, after the Traditional Generation and before Generation X.

Global Health: An area of study, research and practice focusing on improving health and achieving equity in health for the world population.

Economic Success: For individuals, having a high enough income to live comfortably in a given economy.

Information technology (IT): The use of systems (especially computers and telecommunications) for storing, retrieving, and sending information. This system includes electronic health records.

Millennial Generation: Individuals born between 1981 and 1996, after Generation X.

Job Satisfaction: A feeling of fulfillment or enjoyment that a person derives from their job.

Income Inequality: The gap between the wealth of one population segment in comparison to another.

Generational Cohort: A group of people born in the same time and identified with having experienced similar world events

Traditional Generation: Individuals born between 1922 and 1945, before the Baby Boom Generation.

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