The Experts below are selected from a list of 294 Experts worldwide ranked by ideXlab platform
John L. Campbell - One of the best experts on this subject based on the ideXlab platform.
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P72 Understanding why uk gps are leaving general practice–a systematic review of qualitative research
SSM annual scientific meeting 2017, 2017Co-Authors: Linda Long, Emily Fletcher, Rob Anderson, Sarah Dean, Anna Sansom, Alex Aylward, Sophie Robinson, Jo Welsman, John L. CampbellAbstract:Background UK GPs are quitting direct patient care. The research presented here is part of a wider mixed methods study (ReGROUP) which focuses on retention of the experienced GP workforce, and on supporting the return to work of GPs following a Career Break. We undertook a qualitative synthesis of the evidence to identify factors that affect GPs’ retention in the workforce and that affect GPs’ decisions to quit direct patient care, take Career Breaks from general practice, and return to general practice after a Career Break Methods Five UK interview-based studies were identified and quality assessed using the adapted “Wallace tool”. A thematic synthesis was performed using NVivo software and a detailed explanatory model was constructed to provide an overview of the key contexts and factors affecting UK GPs in practice. Applicability of the explanatory model was verified by patient representatives in a patient and public involvement (PPI) workshop as well as by stakeholders from the wider research team. Results Three central dynamics key to understanding UK GP quitting behaviour emerged – factors associated with low job satisfaction, high job satisfaction, and those linked to the doctor-patient relationship. The importance of contextual influence, especially the changing nature of clinical practice, was noted. GPs with high job satisfaction describe feeling supported by good practice relationships, while GPs with poor job satisfaction report feeling overworked and unsupported. Combined with changing relationships with patients and interfaces with secondary care, and the gradual sense of loss of control over large parts of the job, many GPs report a reduction in job satisfaction. Once job satisfaction has become negatively impacted, the combined pressures of increased patient demand and workload together with other stress factors has left many feeling unsupported and vulnerable to burnout and ill health, and, ultimately, to the decision to leave general practice. Conclusion Job satisfaction appears to be a key indicator of whether a GP will successfully adapt and remain in practice, or will become overwhelmed by external influences and pressures and leave the profession. Many GPs report that job satisfaction directly relates to the quality of the doctor-patient relationship, and is dependent on the time available for GPs to spend with their patients.
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Quitting patient care and Career Break intentions among general practitioners in South West England: findings of a census survey of general practitioners
BMJ open, 2017Co-Authors: Emily Fletcher, Gary A. Abel, Rob Anderson, Suzanne H Richards, Chris Salisbury, Sarah Dean, Anna Sansom, Fiona C Warren, John L. CampbellAbstract:Objective Given recent concerns regarding general practitioner (GP) workforce capacity, we aimed to describe GPs’ Career intentions, especially those which might impact on GP workforce availability over the next 5 years. Design Census survey, conducted between April and June 2016 using postal and online responses , of all GPs on the National Health Service performers list and eligible to practise in primary care. Two reminders were used as necessary. Setting South West England (population 3.5 million), a region with low overall socioeconomic deprivation. Participants Eligible GPs were 2248 out of 3370 (67 % response rate). Main outcome measures Reported likelihood of permanently leaving or reducing hours spent in direct patient care or of taking a Career Break within the next 5 years and present morale weighted for non-response. Results Responders included 217 7 GPs engaged in patient care. Of these, 863 (37% weighted, 95% CI 35 % to 39 %) reported a high likelihood of quitting direct patient care within the next 5 years. Overall, 1535 (70% weighted, 95% CI 68 % to 72 %) respondents reported a Career intention that would negatively impact GP workforce capacity over the next 5 years, through permanently leaving or reducing hours spent in direct patient care, or through taking a Career Break. GP age was an important predictor of Career intentions; sharp increases in the proportion of GPs intending to quit patient care were evident from 52 years. Only 305 (14% weighted, 95% CI 13 % to 16 %) reported high morale, while 1195 ( 54 % weighted, 95% CI 52 % to 56 %) reported low morale. Low morale was particularly common among GP partners. Current morale strongly predicted GPs’ Career intentions; those with very low morale were particularly likely to report intentions to quit patient care or to take a Career Break. Conclusions A substantial majority of GPs in South West England report low morale. Many are considering Career intentions which, if implemented, would adversely impact GP workforce capacity within a short time period. Study registration NIHR HS&DR - 14/196/02, UKCRN ID 20700.
Clem Herman - One of the best experts on this subject based on the ideXlab platform.
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Distance travelled: supporting women returning to STEM Careers
2012Co-Authors: Clem Herman, Liz Whitelegg, Gill Kirkup, Katie ChicotAbstract:This poster will illustrate how an innovative distance learning model has been used to support women returning to STEM after a Career Break and suggest ways that this might be taken forward into a wider STEM Employability agenda. Between 2005 and 2011 the Open University ran an online module to support women scientists, engineers and technologists returning after a Career Break. The background to the initiative was the UK government concerns about the large numbers of women with high level qualifications in SET subjects who did not return to the sector after taking time out. The course was aimed at those returning to all fields of Science, Engineering and Technology (SET) and has been studied by a total of nearly 1000 participants from across the UK and Ireland. The project has been innovative in delivery, in scope and in partnership and has used e-learning technologies to enhance social presence and networking between participants such as e-portfolios, online forums, virtual world environments and latterly collaborative wikis. Current ongoing evaluation (funded via the Open University’s eSTEeM programme) is looking at the long term impact and outcomes for participants and will be used to inform and shape new approaches to Employability and CPD within the STEM curriculum area.
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After a Career Break: supporting women returning to ICT
International Journal of Gender Science and Technology, 2011Co-Authors: Clem HermanAbstract:This is a case study of an initiative to support women returning to ICT after a Career Break, which was run in the UK and Ireland between 2005 and 2011.The article starts by outlining how the UK government’s concern about women failing return to SET Careers led to the setting up of a national campaign (RETURN) to address this issue. A brief overview of previous research about women’s reasons for leaving ICT employment and the difficulties and barriers they encounter in returning to work, sets the context for the development of the online course Return to SET . An outline of the course and its innovative support model is then described followed by a discussion about measurement of impact and concluding with some suggestions for future development.
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It's not the Break that's the problem: Women SET professionals and Career Breaks in European companies
2009Co-Authors: Clem HermanAbstract:This report is focused on what companies can do to support women returning to work after a Career Break and to continue to progress their Careers. Clearly company specific work life balance policies have a significant role to play but it is important to recognise the wide range of other factors within a broader cultural context. The decisions that women make at the time of maternity including whether or not to work part time on returning to work, can often determine what options they might have at a later stage in their Careers. Yet these crucial decisions are not made in isolation but are strongly influenced by gendered cultural assumptions both inside and outside of the workplace. As well as company policies these include national legal frameworks, availability of care networks, work status, as well as personal preferences
Jana Javornik - One of the best experts on this subject based on the ideXlab platform.
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Returnships for women won’t fix the Career Break penalty
2017Co-Authors: Jana JavornikAbstract:Women who want some help to return to work following a Career Break were given a boost by a £5m investment in “returnships” in the spring budget. Returnships are return-to-work programmes – predominantly aimed at highly skilled women in management and professional services such as legal practice and financial services – that help people transition back into the workplace after a Career Break, often for childcare reasons. The scheme was pioneered by Goldman Sachs in 2008, and introduced to the UK by Credit Suisse in 2014. The programme runs as a short-term consulting project, drawing on skills and experiences to test whether people wish to return to a corporate job.
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returnships for women won t fix the Career Break penalty
2017Co-Authors: Jana JavornikAbstract:Women who want some help to return to work following a Career Break were given a boost by a £5m investment in “returnships” in the spring budget. Returnships are return-to-work programmes – predominantly aimed at highly skilled women in management and professional services such as legal practice and financial services – that help people transition back into the workplace after a Career Break, often for childcare reasons. The scheme was pioneered by Goldman Sachs in 2008, and introduced to the UK by Credit Suisse in 2014. The programme runs as a short-term consulting project, drawing on skills and experiences to test whether people wish to return to a corporate job.
Huang Gui-xi - One of the best experts on this subject based on the ideXlab platform.
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The Buffering Function of Reproduction Support in Women's Career Break——Based on the Third Issue of Chinese Women's Social Status Investigation Report
Collection of Women's Studies, 2014Co-Authors: Huang Gui-xiAbstract:Reproduction Break is a major obstacle in women's Career development. According to the Third Issue of Chinese Women's Social Status Investigation Report, the ratio of women's Career Break, to some extent, could be reduced by either relevant reproduction insurance and social service provided by government and employing units or the reproduction support from families which could share responsibility of taking care of infants and children. The status quo of the apparently inefficient support for dealing with the conflict between women's reproduction and Career development by the current government and employing units has showed that they should consistently perfect their reproduction insurance, and reduce women's reproduction cost to remove professional women's future worries about reproduction; moreover, gender equality for women in employment could also be promoted by measures such as consistently enhancing the construction of kindergarten- the community kindergarten and other public supporting services in particular, and establishing the employment-supporting mechanism for balancing women's work and family life to reduce the possibilities of women's Career Break owing to reproduction.
Huang Guixi - One of the best experts on this subject based on the ideXlab platform.
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the buffering function of reproduction support in women s Career Break based on the third issue of chinese women s social status investigation report
Collection of Women's Studies, 2014Co-Authors: Huang GuixiAbstract:Reproduction Break is a major obstacle in women's Career development. According to the Third Issue of Chinese Women's Social Status Investigation Report, the ratio of women's Career Break, to some extent, could be reduced by either relevant reproduction insurance and social service provided by government and employing units or the reproduction support from families which could share responsibility of taking care of infants and children. The status quo of the apparently inefficient support for dealing with the conflict between women's reproduction and Career development by the current government and employing units has showed that they should consistently perfect their reproduction insurance, and reduce women's reproduction cost to remove professional women's future worries about reproduction; moreover, gender equality for women in employment could also be promoted by measures such as consistently enhancing the construction of kindergarten- the community kindergarten and other public supporting services in particular, and establishing the employment-supporting mechanism for balancing women's work and family life to reduce the possibilities of women's Career Break owing to reproduction.