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The purpose of this study was to explore gender differences in contractual commitments, job satisfaction and spouses' occupation among GP principals in NHS Scotland.This paper is based on data provided by a self-completion, postal questionnaire survey. The response rate was 50 per cent.Males worked more hours than females and were more likely to work out-of-hours. Females reported greater job satisfaction but only when they worked fewer hours. Females earned less than males but there were no gender differences in total household income. Both genders planned to retire at 59 years. More males would delay retirement if they could work part-time. More females than males were in dual-doctor households. Male respondents in dual-doctor households were more likely to have modified their working hours or career aspirations than males in other households.The number of hours worked by GPs is in part determined by the occupation/earning power of their spouse. The number of women GPs is increasing and they are likely to continue to choose to work fewer hours than their male counterparts have done in the past.This study has attempted to incorporate spouse's occupation/income as a factor in the career choices of GPs in Scotland.

PurposeThe purpose of this study is to explore non‐principals’ working patterns and attitudes to work.Design/methodology/approachThe article is based on data provided by a questionnaire survey.FindingsGender division was apparent among the non‐principals. Males were more likely to work full‐time, because their spouses modified their working hours.Research limitations/implicationsIt was impossible to identify all non‐principals in Scotland or to compare responders and non‐responders, due to the lack of official data. Hence, the results might not be representative.Practical implicationsMore flexible posts would enable GPs to more easily combine paid work with family commitments. It is anticipated that the new GP contract should deliver this.Originality/valueThis was the first time a study of all non‐principals in Scotland had been attempted. The findings provide a more comprehensive picture of GPs in Scotland and provide valuable information for policymakers.

Abstract Background and Aims: UK consultants have reported working long hours, increased stress and reduced morale. This study set out to elicit consultants' views on flexible working and to gather data on consultants' workloads, remuneration, job satisfaction and retirement plans. As such it is the first comprehensive study of consultants in NHS Scotland. Methods. The Information and Statistics Division of the Scottish Executive Health Dept provided a list of consultants working in NHS Scotland. Focus groups and interviews informed the design of a postal, self-completion, questionnaire. Results: The response rate was 61%. Almost two-thirds (65%) of respondents felt their workloads were unreasonable and unsustainable and 67% were unable to provide their desired standards of patient care. Two-thirds (67%) did not normally take meal breaks, 63% had insufficient time for outside interests, whilst 44% felt their health was being adversely affected. Many (84%) believed that some of their work could be delegated to someone less qualified but 79% agreed that there were insufficient staff to make this possible. The average planned retirement age was 60 years, with 23% describing their plans as definite and 70% as quite or very likely. When asked what might induce them to postpone retirement, 50% cited reduced workload/work intensity. Conclusions: In 2003, a majority of consultants in the UK voted in favour of the new consultant contract. This will improve consultant pay and introduce a standard 40-hour working week, including worked on-call. This should address tow of the main areas of consultant dissatisfaction in NHS Scotland. However, staff shortages will require to be addressed if the contract is to be successfully implemented.