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The aims of this study were to determine whether male vs. female oral and maxillofacial surgery (OMS) residents, academic surgeons (i.e., faculty members), and private practitioners in the U.S. differed in their general career satisfaction and job/professional satisfaction. Survey data were collected in 2011-12 from 267 OMS residents (response rate 55%), 271 OMS academic surgeons (response rate 31%), and 417 OMS private practitioners (response rates 13% web-based survey and 29% postal mail survey). The results showed that while the male vs. female OMS private practitioners and academic surgeons did not differ in their career satisfaction, the female residents had a lower career satisfaction than the male residents (on four-point scale with 4=most satisfied: 3.03 vs. 3.65; p

Ensuring that specialty trainees are professionally satisfied is not only important from the point of view of trainee well-being, but is also critical if health systems are to retain doctors. Despite this, little systematic research in specialist trainees has identified policy-amenable factors correlated with professional satisfaction. This study examined factors associated with trainee professional satisfaction in a national Australian cohort.This study used 2008-2015 data from the Medicine in Australia: Balancing Employment and Life (MABEL) survey, a national study of doctor demographics, characteristics and professional and personal satisfaction. Our study examined specialist trainees using a repeat cross-sectional method pooling first responses across all waves. A multivariate logistic regression analysis was used to assess correlates with professional satisfaction.The three factors most strongly correlated with professional satisfaction were feeling well supported and supervised by consultants (odds ratio [OR] 2.59, 95% confidence interval [CI] 2.42-2.77), having sufficient study time (OR 1.54, 95% CI 1.40-1.70) and self-rated health status (OR 1.65, 95% CI 1.53-1.80). Those working56 hours per week were significantly less professionally satisfied (OR 0.76, 95% CI 0.70-0.84) compared with those working the median work hours (45-50 hours per week). Those earning in the lower quintiles, those earlier in their training and those who had studied at overseas universities were also significantly less likely to be satisfied.Our study suggests that good clinical supervision and support, appropriate working hours and supported study time directly impact trainee satisfaction, potentially affecting the quality of clinical care delivered by trainees. Furthermore, the needs of junior trainees, overseas graduates and those working56 hours per week should be given particular consideration when developing well-being and training programmes.

Aim: To determine the way in which Malmo University dental graduates perceive their problem-based dental education and evaluate their professional satisfaction. Method: The first five cohorts (graduating in years 1995–1999) of the problem-based curriculum were invited to participate. Of 166 graduates, 77% responded to a questionnaire comprising 20 questions on aspects of their dental education, professional situations and interest in postgraduate education. They were asked to rank their perception of their dental education and satisfaction with their professional situation on a visual analogue scale (VAS) with endpoints ranging from ‘Not at all’ (1) to ‘Very well’ (10). For other statements, the markings were made on a Likert scale from 1 (not important/not satisfied) to 5 (very important/very satisfied). There were also open-ended questions. Results: Most respondents perceived their education to prepare them well for a career in dentistry (median score VAS 8), and 90% rated above six on a VAS for their professional satisfaction as dentists. Importance and satisfaction were highly correlated with principles of the curriculum: holistic view, oral health, lifelong learning, integration between theory and clinic, and clinical competence. Forty-five per cent of the graduates noted the problem-based learning approach as the most valuable asset of their education, and 19% cited training in oral surgery as a deficit. Of the respondents, 77% expressed interest in specialist training and 55% in research education. Conclusion: Problem-based education was perceived to prepare graduates well for their profession, and their professional satisfaction was high.

This article analyses professional satisfaction of farm managers of organic diversified market garden farms selling through short food supply chains, in the south of France. Faced with strong economic and agronomic constraints, the cropping arrangements on these farms result in very tense experiences, both spatially and temporally. However, our analysis shows that while diversified organic market gardening is a demanding farm work environment, it paradoxically can create high professional satisfaction as a result of the complex integration of different elements, including social support and decision latitude. Indeed, the diversity of tasks, farmers' autonomy, their role in decision-making, and the challenging dimensions of organic farming contribute to what Karasek and Theorell call 'active work'. Nevertheless, our research concludes that social support appears to be necessary to reach a good level of work satisfaction. Our findings also identify future research opportunities to examine, for example, how diversification impacts the work and the professional satisfaction of hired workers in organic market gardening contexts.

There has recently been a growing movement within psychology toward placing a greater emphasis on building strengths and competencies rather than merely treating deficits and disorders. This movement, known as positive psychology, focuses on the scientific study of optimal human functioning and the variables that promote positive human emotions, traits, and institutions. The purpose of this article is to discuss selected topics of research in positive psychology and how they might contribute to the development of “authentically happy” school psychologists. Implications for how school psychologists may use findings from research to enhance their level of professional satisfaction and fulfillment are provided. © 2008 Wiley Periodicals, Inc.

CONTEXT Few studies have systematically examined the experience of rural practice from the physician's perspective or included physicians from an array of specialties, particularly non-primary care. PURPOSE To better understand differences between rural and urban physicians in perceptions of their practice environment. METHODS In 2001-2002, self-administered questionnaires were sent to a probability sample of primary care and specialist physicians identified from the American Medical Association's Physician masterfile in California. Logistic regression was performed to model the effect practice location had on key variables, controlling for physician demographics, specialty, and the insurance profile of the physician's patients. FINDINGS Completed questionnaires were obtained from 1,365 of 2,240 eligible urban physicians (61%), and 398 of 632 rural physicians (63%). Among primary care physicians, those in rural areas defined as nonadjacent or small non-metropolitan counties were the least likely to report pressures to see more patients, limit referrals, and limit treatment options. In contrast, among specialists, those in rural areas within metropolitan areas (or in large adjacent non-metropolitan counties) were more likely than urban specialists to report practice pressures. Although rural physicians in both primary care and specialist fields were more likely than urban physicians to report difficulty attracting new physicians to their communities, they perceived their overall practice climate to be better. Physicians in the nonadjacent-or-small non-metropolitan category were the most satisfied, but specialists in the nonadjacent-or-small non-metropolitan category were the least satisfied. CONCLUSION Physicians in rural California appear to have maintained a greater sense of clinical autonomy and higher professional satisfaction compared with their urban counterparts.

Objective Systematically describe the characteristics of rural specialists, their work and job satisfaction by geographical location of work. Design Cross-sectional. Setting and participants Three thousand, four hundred and seventy-nine medical specialists participating in the 2014 Medicine in Australia: Balancing Employment and Life (MABEL) survey of doctors. Main outcome measure Location of practise, whether metropolitan, large (>50 000 population) or small regional centres (

The present descriptive correlational study aims to explore among Greek-Cypriot mental health nurses (MHNs) the level of professional satisfaction, potential differences with regard to vocational characteristics, and associations with anxiety and depressive symptoms. A random sample of 225 Greek-Cypriot MHNs employed in hospital and community settings completed Hamilton's Anxiety Scale, Beck's Depression Inventory, and Stamps's Index of Work Satisfaction. Moderate levels of overall professional satisfaction of 4.38 (±0.58) were detected. Work experience was positively correlated with satisfaction from payment (τ = 0.230, P < 0.0001). Men seemed to be more satisfied with organizational policies (P = 0.0043) and performed tasks (P = 0.027) than women. Nurses working in psychiatric clinics of general hospitals experienced higher levels of professional satisfaction in general, and more satisfaction from organizational policies, autonomy, and task requirements than nurses working in community settings, substance misuse programs, and community mental health centres (P = 0.001). Nurses working in acute/admission settings were the less satisfied, compared to nurses working in rehabilitation wards (P = 0.017). Professional satisfaction was associated with anxiety (τ = 0.280, P < 0.0001) and depressive (τ = 0.246, P < 0.0001) symptoms. Greek-Cypriot MHNs seem to get moderate satisfaction from their work, whilst professional satisfaction is associated with their psychological well-being. Targeted managerial interventions and longitudinal research are warranted.

Dentists' assessments of their jobs provide insights about issues in the dental profession needing attention. This study assessed professional satisfaction among 558 California general dentists using the 54-item, multi-faceted Dentist Satisfaction Survey (DSS). Although dentists tended to be satisfied with various facets of their jobs and careers, substantial variation in the levels of satisfaction was noted. The most satisfied dentists were older, reported higher incomes, attended more continuing education, and employed more dental auxiliaries than dentists who were the most dissatisfied. Fifty-eight percent of the variation in overall job satisfaction was explained by quality of nonwork life and satisfaction with five facets of the profession: respect received from being a dentist, the actual process of delivering care, income derived from dentistry, relationships with patients, and reduced levels of job-related stress. Dentists were most dissatisfied with the threat of malpractice, level of income, demands of managing the practice, and amount of personal time. Professional organizations should direct programs to address these issues. Dental educators should use these findings to counsel predoctoral students about the realities of dental practice and as an outcome measure of their programs. Moreover, these findings document the perceptions of the practicing profession and support several components of the SELECT recruitment strategy.

Nursing home workers have been exposed to great physical and mental burdens during the COVID-19 pandemic. Although this has generated high levels of exhaustion, it may also have contributed to feelings of professional satisfaction. The objective of this study was to explore the levels of satisfaction among nursing home workers during the COVID-19 pandemic, as well as the role of job demands, resources and emotional experiences in explaining their levels of satisfaction. This cross-sectional study was conducted in Spain between March and May 2020. Three hundred and thirty-five nursing home workers participated. A quantitative analysis was conducted, as was a content analysis of the responses to an open-ended question about the respondents' perceptions of job demands and resources during the crisis. The results showed that workers had very high levels of satisfaction. Social pressure from work, contact with death and suffering, and emotional exhaustion were negatively associated with satisfaction. Moreover, under conditions of extensive contact with suffering people and great fear of contagion, social support at work was shown to promote professional satisfaction. In conclusion, nursing home workers in Spain experienced high rates of satisfaction during the COVID-19 crisis despite the high job demands, lack of job resources, fear of contagion and exhaustion. The main practical implication of this study is the importance of ensuring optimal working conditions in the nursing home sector in order to guarantee professional satisfaction, prevent burnout, reduce turnover and promote post-crisis resilience, This work was supported by I+D+I National Project of Ministerio de Ciencia e Innovación (PID2019-106368GB- I00) AEI/10.13039/501100011033

CHAPTER 1: CHARACTERISING AUSTRALIA'S RURAL SPECIALIST PHYSICIAN WORKFORCE: THE PROFESSIONAL PROFILE AND PROFESSIONAL SATISFACTION OF JUNIOR DOCTORS AND CONSULTANTS: Objective: To assess differences in the demographic characteristics, professional profile and professional satisfaction of rural and metropolitan junior physicians and physician consultants in Australia.Cross-sectional, population level national survey of the Medicine in Australia: Balancing Employment and Life longitudinal cohort study (collected 2008-2016). Participants were specialist physicians from four career stage groups: pre-registrars (physician intent); registrars; new consultants ( 5 years since Fellowship); and consultants.Level of professional satisfaction across various job aspects, such as hours worked, working conditions, support networks and educational opportunities, comparing rural and metropolitan based physicians.Participants included 1587 pre-registrars (15% rural), 1745 physician registrars (9% rural), 421 new consultants (20% rural) and 1143 consultants (13% rural). Rural physicians of all career stages demonstrated equivalent professional satisfaction across most job aspects, compared with metropolitan physician counterparts. Some examples of differences in satisfaction included rural pre-registrars being less likely to agree they had good access to support and supervision from qualified consultants (odds ratio [OR], 0.6; 95% CI, 0.3-0.9) and rural consultants being more likely to agree they had a poorer professional support network (OR, 1.9; 95% CI, 1.2-2.9). In terms of demographics, relatively more rural physicians had a rural background or were trained overseas. Although most junior physicians were women, female consultants were less likely to be working in a rural location (OR, 0.6; 95% CI, 0.4-0.8).Junior physicians in metropolitan or rural settings have a similar professional experience, which is important in attracting future trainees. Increased opportunities for rural training should be prioritised, along with addressing concerns about the professional isolation and poorer support network of those in rural areas, not only among junior doctors but also consultants. Finally, making rural practice more attractive to female junior physicians could greatly improve the consultant physician distribution. CHAPTER 2: GENERAL PHYSICIANS AND PAEDIATRICIANS IN RURAL AUSTRALIA: THE SOCIAL CONSTRUCTION OF PROFESSIONAL IDENTITY: Objective: To explore the construction of professional identity among general physicians and paediatricians working in non-metropolitan areas.In-depth qualitative interviews were conducted with general physicians and paediatricians, plus informants from specialist colleges, government agencies and academia who were involved in policy and programs for the training and recruitment of specialists in rural locations across three states and two territories. This research is part of the Training Pathways and Professional Support for Building a Rural Physician Workforce Study, 2018-19.Individual and collective descriptors of professional identity.We interviewed 36 key informants. Professional identity for general physicians and paediatricians working in regional, rural and remote Australia is grounded in the breadth of their training, but qualified by location - geographic location, population served or specific location, where social and cultural context specifically shapes practice. General physicians and paediatricians were deeply engaged with their local community and its economic vulnerability, and they described the population size and dynamics of local economies as determinants of viable practice. They often complemented their practice with formal or informal training in areas of special interest, but balanced their practice against subspecialist availability, also dependent on demographics. While valuing their professional roles, they showed limited inclination for industrial organisation.Despite limited consensus on identity descriptors, rural general physicians and paediatricians highly value generalism and their rural engagement. The structural and geographic bias that preferences urban areas will need to be addressed to further develop coordinated strategies for advanced training in rural contexts, for which collective identity is integral. CHAPTER 3: SUSTAINABLE RURAL PHYSICIAN TRAINING: LEADERSHIP IN A FRAGILE ENVIRONMENT: Objectives: To understand Royal Australasian College of Physicians (RACP) training contexts, including supervisor and trainee perspectives, and to identify contributors to the sustainability of training sites, including training quality.A cross-sectional mixed-methods design was used. A national sample of RACP trainees and Fellows completed online surveys. Survey respondents who indicated willingness to participate in interviews were purposively recruited to cover perspectives from a range of geographic, demographic and training context parameters.Fellows' and trainees' work and life satisfaction, and their experiences of supervision and training, respectively, by geographic location.Fellows and trainees reported high levels of satisfaction, with one exception - inner regional Fellows reported lower satisfaction regarding opportunities to use their abilities. Not having a good support network was associated with lower satisfaction. Our qualitative findings indicate that a culture of undermining rural practice is prevalent and that good leadership at all levels is important to reduce negative impacts on supervisor and trainee availability, site accreditation and viability. Trainees described challenges in navigating training pathways, ensuring career development, and having the flexibility to meet family needs. The small number of Fellows in some sites poses challenges for supervisors and trainees and results in a blurring of roles; accreditation is an obstacle to provision of training at rural sites; and the overlap between service and training roles can be difficult for supervisors.Our qualitative findings emphasise the distinctive nature of regional specialist training, which can make it a fragile environment. Leadership at all levels is critical to sustaining accreditation and support for supervisors and trainees. CHAPTER 4: PRINCIPLES TO GUIDE TRAINING AND PROFESSIONAL SUPPORT FOR A SUSTAINABLE RURAL SPECIALIST PHYSICIAN WORKFORCE: Objective: To draw on research conducted in the Building a Rural Physician Workforce project, the first national study on rural specialist physicians, to define a set of principles applicable to guiding training and professional support action.We used elements of the Delphi approach for systematic data collection and codesign, and applied a hybrid participatory action planning approach to achieve consensus on a set of principles.Eight interconnected foundational principles built around rural regions and rural people were identified: FP1, grow your own "connected to" place; FP2, select trainees invested in rural practice; FP3, ground training in community need; FP4, rural immersion - not exposure; FP5, optimise and invest in general medicine; FP6, include service and academic learning components; FP7, join up the steps in rural training; and FP8, plan sustainable specialist roles.These eight principles can guide training and professional support to build a sustainable rural physician workforce. Application of the principles, and coordinated action by stakeholders and the responsible organisations, are needed at national, state and local levels to achieve a sustainable rural physician workforce.

Aims and objectives To investigate the self-concept in nurse managers in Turkey and the effects of certain variables on professional self-concept. Background Professional self-concept plays a significant role in improving certain professional behaviours. Nursing managers have the potential to influence other members of the profession with their attitudes and behaviours. Design The study was designed as a cross-sectional descriptive study. Methods This study was conducted with 159 nurse managers in nine different hospitals. The study data were collected with a Personal Information Form and Professional Self-concept Nursing Inventory, and the data analysis was accomplished with descriptive statistics, Cronbach's alpha coefficients and Chi-squared Automatic Interaction Detector analyses. Results The professional self-concept score of nurse managers was 3·33 (SD = 0·308). Professional competence subdimension had the highest scores, while professional satisfaction subdimension had the lowest. The types of hospital were found to be influential on professional self-concept. Conclusion The types of hospital were reported to influence the professional self-concept of nurses. Relevance to clinical practice Nursing managers are visionaries who can potentially influence nursing practices and decisions. Nursing leaders must monitor and administer strategies to improve their professional self-concept.

The Twenty-first Century Learning in Natural History Settings Conference at the Smithsonian Institution, Washington, D.C. (2012) has been more influential than similar conferences, resulting in new work streams and international collaborations for the Learning Research and Evaluation team at the Natural History Museum, London (NHM). The conference offered a rare opportunity to discuss issues relevant to our unique workplace and to be surrounded by an instant peer group. Although the event itself brought personal and professional satisfaction, it is the impact of the conference on our institution that has been most fulfilling. The conference has enabled us to think bigger—to think about the sector as a whole and the role the NHM can play as a large national museum.

Background and aims Increased nurse-physician collaboration is a factor in improved patient outcomes. Limited autonomy of nurses has been proposed as a barrier to collaboration. This study aims to explore nurse-physician collaboration and potential associations with nurses' autonomy and pertinent nurses' characteristics in adult intensive care units (ICUs) in Cyprus. Design and Methods Descriptive correlational study with sampling of the entire adult ICU nurses' population in Cyprus (five ICUs in four public hospitals, n = 163, response rate 88·58%). Nurse-physician collaboration was assessed by the Collaboration and Satisfaction About Care Decisions Scale (CSACD), and autonomy by the Varjus et al. scale. Results The average CSACD score was 36·36 ± 13·30 (range: 7–70), implying low levels of collaboration and satisfaction with care decisions. Male participants reported significantly lower CSACD scores (t = 2·056, p = 0·04). CSACD correlated positively with years of ICU nursing experience (r = 0·332, p

Objective To evaluate the effects of organizational change and sharing of specialist skills and information technology for diabetes in two primary care groups (PCGs) over 4 years. Methods In PCG-A, an intervention comprised dedicated specialist sessions in primary care, clinical guidelines, educational meetings for professionals and a shared diabetes electronic patient record (EPR). Comparison was made with the neighbouring PCG-B as control. In intervention and control PCGs, practice development work was undertaken for a new contract for family doctors. Data were collected for clinical measures, practice organizational characteristics and professional and patient views. Results Data were analysed for 26 general practices including 17 in PCG-A and nine in PCG-B. The median practice-specific proportions of patients with HbA1c recorded annually increased in both areas: PCG-A from median 65% to 77%, while PCG-B from 53% to 84%. For cholesterol recording, PCG-A increased from 50% to 76%, and PCG-B from 56% to 80%. Organizational changes in both PCGs included the establishment of recall systems, dedicated clinics and educational sessions for patients. In both PCGs, practices performing poorly at baseline showed the greatest improvements in organization and clinical practice. Primary care professionals’ satisfaction with access and communication with diabetes specialist doctors and nurses increased, more so in the intervention PCG. Only 16% of primary care professional respondents used the diabetes EPR at least monthly. Patient satisfaction and knowledge did not change. Conclusions Improvements in practices’ organizational arrangements were associated with improvements in clinical care in both PCGs. Sharing specialist skills in one PCG was associated with increased professional satisfaction but no net improvement in clinical measures. A shared diabetes EPR is unlikely to be used, unless integrated with practice information systems.

Summary Face-lifting is now a common aesthetic procedure, performed mainly by plastic surgeons but increasingly also by ENT surgeons, oral surgeons, general surgeons and dermatologists. The level of expertise is dependent on training and exposure to patients, in addition to basic surgical skills. With cosmetic surgery clients, a holistic approach to patients is becoming increasingly important and, with increasing demands from the Care Standards Committee, there should be less demand for part-time aesthetic surgeons. This paper describes the working practice and thought processes of a single surgeon, based on 14 years of a busy aesthetic surgery practice. There are numerous types of face-lift described in the literature but, in practical terms, the simplest technique often gives the best result, with little risk of morbidity. Undoubtedly, some clients need an aggressive approach but, in most cases, the vertical pull mini-face-lift gives consistently good results in cases that are carefully assessed preoperatively and managed by skilled aesthetic/plastic nurses in the postoperative period. This paper is unique in its holistic approach to assessment, technique and aftercare. It is designed for the sensible surgeon, looking for a low-risk technique that reaps professional satisfaction and a happy client base. The more complex face-lift should be referred to recognized specialists in the field.

Ethics issues in health care are evolving constantly; however, perioperative nurses often feel unprepared or unqualified to deal with aspects of ethical decision making. Through involvement as members of a nursing ethics committee, perioperative nurses can obtain the knowledge and skills necessary to assist patients and peers in ethical decision making. Participation on nursing ethics committees improves perioperative nurses' levels of moral reasoning, enhances their ethical decision-making and patient advocacy skills, and increases their professional satisfaction. AORN J 64 (Oct 1996) 588–596.

This study examined the degree of professional satisfaction among candidates taking the National Counselor Examination (NCE) between 1986 and 1990. A total of 383 written evaluative responses were analyzed and categorized using content analysis through a word-based frequency computer for the analysis of narrative responses.

We propose a model for working with multiproblem families that is based on provider-client conceptual frameworks. The model includes primary areas of conflict in client-provider relationships (values, control, and information), and suggestions for effective intervention strategies. It delineates ways to empower families and to assist nurses in achieving greater professional satisfaction.

Much is inferred, but little is actually known, about how ecologists view themselves and what they value as scientists. We investigated these attitudes as part of a survey of non-student, U.S.-addressed members of the Ecological Society of America. The part of the survey reported in this paper requested ratings of 15 possible traits of a good ecologist. These traits embodied values associated with religious principles, aesthetics, caring for nature, and epistemic competence (via professional proficiency). The survey was completed by 20% of the potential respondent pool of 6,083 ecologists. The resulting trait scores were analyzed with respect to age, gender, level of education, nature of employment, primary domain of inquiry, principle method of analysis, and source of greatest professional satisfaction. Respondents ranked traits associated with professional proficiency highest and religious principles lowest. Reactions to ethical and aesthetic traits were mixed. With increasing age, rankings for ethical and aesthetic traits increased while scores for some aspects of epistemic proficiency declined. Gender effects were few. Ecologists with BA/BS or MA/MS degrees scored aesthetic and pro-social traits higher and epistemic proficiency traits lower than did PhD degree-holding respondents. Ecologists employed by government, business, or non-profits had uniquely different scoring spectra from one another and from the entire pool. Characterization of values held by ecologists classified by various domains of inquiry, primary methods of analysis, or sources of greatest professional satisfaction was complex. Particularly intriguing was that those who worked in the ecosystem domain, who used modeling and meta-data analysis as methods, or who received the most professional satisfaction from these same activities, exhibited strong support for several epistemic proficiency-related traits, while being relatively negative about traits in the aesthetic and nature-caring categories. These results put some empirical substance and conceptual structures behind perceptions that distinct subcultures exist in U.S. ecology. These results are relevant in three ways. First, they provide a framework by which individual ecologists may become aware of the motivations that drive them, the values that shape their attitudes, and the source and meaning of their professional priorities. Second, these results challenge mentors to be mindful of how they guide young ecologists in the development of their own values and priorities. Third, these results inform the leadership of professional organizations of the range and variation of positions that their member hold and that are relevant to initiatives the leadership may which to promote.

The aim was to evaluate graduates' perception with a problem-based curriculum in dental education. We surveyed past graduates from the first five courses (graduated between 1994-1999) regarding their perception with the curriculum in Malmo. The survey included demographic data, questions targeted on their under-graduate education, questions on their professional practice and present support for competence development education. The graduates were asked to answer short questions and mark on a VAS ranging from ‘not at all’ (0) to ‘quite well’ (10). We used reply envelopes with real first-class stamps. Until now there were 110 responses (70% response rate). The great majority (92%) considered the education to prepare them well (above 6 on the VAS) for their profession. Over 90% rated their education higher than 6 on the VAS. The short answers on strengths and weaknesses of the education are presently being analysed. It was obvious that the level of professional satisfaction was high (90% of the answers being 6–10). Their answers on whether they could influence their present working situation were very spread, from not at all to quite well. The extent to which they can influence their own as well as their team's competence development was on the other hand rather high. Based on the results of this evaluation and of two other evaluations, which will also be elucidated, we conclude that the Malmo-model meets the needs of the dental professional well.

Once the new teachers were on the job, several situational factors either helped or created major problems for them. This chapter describes these factors and their effects on the performance and professional satisfaction of the new teachers.

The overall assessment of the clinic experience by the students was positive. Response to the open-ended questions showed that a number of students took pride in the Venice clinic and that they gained a great deal of personal and professional satisfaction from being able to provide service to people in a low-income and minority community. Almost 90% stated that their understanding of health problems of the poor was improved; 75% felt that their ability to relate to patients from different backgrounds was broadened; and 45% expressed more willingness to practice in a low-income area. This community setting also enlarged the scope of the students9 clinical experience. Over 50% saw pathological conditions that they had not viewed previously. In addition, over 90% of the students did at least 50% more work, and over half of these performed twice as much treatment.

Summary. 1.— 590 teachers, forming about 72 per cent. of the total output of trained teachers in 1955, from eleven constituent colleges and departments of the University of Manchester School of Education, completed in 1960 a questionnaire reporting, inter alia, current levels of satisfaction and major sources of dissatisfaction in the profession. 2.— Results showed that the great majority of subjects, including many then out of teaching, had experienced in the profession a high measure of satisfaction. Those in infant and grammar schools (particularly men teachers in the latter type of school) appeared to derive more satisfaction from their work than did subjects in some other types of school. 3.— Some evidence is presented which suggests that head teachers may be very well satisfied with the levels of professional competence of these subjects; but full analysis of these data is not yet completed. Low positive correlations are reported between the ex-student's practical teaching mark, degree of professional satisfaction and head teacher's rating. 4.— Sources of dissatisfaction appeared to be related more closely to factors in the teaching than to those in the training situation. 5.— Major areas of dissatisfaction included salaries, poor human relations among the staff, inadequate buildings and equipment, high teaching load, training inadequacies, large classes, expressions of personal inadequacy, lack of time for certain professional duties and low status of the profession in society. In listing items women teachers seemed to be more pre-occupied with day-to-day classroom problems, whilst men found their frustrations in a wider context.