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Background Stress linked to the balance between work and home, so-called work-home interface stress, may affect the health and life situation of doctors. Reports have shown an increase in job-related stress among Norwegian doctors. We wished to investigate the development trends for this type of stress in the period 2003-14. Material and method Work-home interface stress was measured with the aid of three questions from a validated scale, on which the respondents reported their level of stress on a scale from 1 (no stress) to 5 (very high level of stress). The measurements were made 10 and 15 years after graduation in two cohorts of doctors who had received their training within six years of each other. We used the t-test and chi-square test to compare the cohorts and to compare gender within each cohort, and linear regression analysis to adjust for any confounding factors. Results Doctors who had graduated later (later cohort, n = 248) reported significantly lower levels of work-home interface stress than doctors who had completed their studies six years earlier (early cohort, n = 197) (average score (standard deviation) 2.2 (1.0) vs. 2.6 (1.0), p = 0.001). This correlation remained significant after adjusting for other explanatory variables, such as gender (woman), number of children, weekly working hours and collegial and partner support. Fifteen years after graduation there were no differences between the cohorts in terms of perceived work-home interface stress. Within the cohorts there were no significant gender differences at any point of measurement. After adjustment for partner support and working hours, being a woman gave a significantly increased risk of experiencing work-home interface stress. Interpretation Doctors who graduated later, experienced less work-home interface stress than those who had received their training earlier. The experience of stress was buffered in women who perceived their partner as supportive and had reduced working hours.

Background Norwegian hospital doctors emphasise the value of working hard and efficiently and of a high degree of attendance in the workplace. This helps establish social norms that guide behaviour within the professional culture. It is important to examine what consequences these values may entail when the doctor also needs to cater to his or her own needs. Material and method We conducted eight focus-group interviews and three individual interviews among a total of 48 senior consultants and specialty registrars working in the areas of surgery, psychiatry and internal medicine. Total N = 48; 56 % women. The interviews were analysed with the aid of systematic text condensation. Results When Norwegian hospital doctors wish to appear as good doctors, they see that this entails consequences for the interrelationships with colleagues, the management and the work-life balance. Conflicts of interest arose between senior consultants and specialty registrars. Management initiatives to deal with absence, adaptation of the job to the life stage of each individual doctor and increased management involvement among doctors were among the measures proposed. Interpretation Better mutual knowledge between doctors and management with regard to each other’s values and responsibilities could constitute key premises for structural changes, for example in terms of better planning of leaves of absence and opportunities for adaptation of work schedules to the life stage of the persons concerned.

Background In today’s society, doctors are confronted with a number of opposing interests, from other colleagues, patients and employers. The development and regulation of the medical profession have been widely studied. However, less research has been devoted to the doctors’ own perception of what it means to be a good doctor. Material and method We conducted eight focus-group interviews and three individual interviews among senior consultants and specialty registrars in the areas of surgery, psychiatry and internal medicine in two different hospitals. Total N = 48, of which 56 % were women. The interviews were analysed with the aid of systematic text condensation. Results «Professional dedication» demonstrated through «a high degree of attendance in the workplace» and «a high work capacity» were key topics for good doctors. Having a «high work capacity» was defined as being willing to go to great lengths, work overtime and work effectively. The senior consultants perceived their job as doctors more as a «lifestyle», while the specialty registrars more frequently regarded their work as a «job». Interpretation Norwegian hospital doctors wish to appear dedicated to their profession. They can demonstrate this by showing great willingness to work intensively and effectively with patients, while also going to great lengths to be available beyond normal working hours.