Hilliard Marisa E, Brosig Cheryl, Williams Andre A A, Valenzuela Jessica, Kaugars Astrida, Robins Paul M, Christidis Peggy, Stamm Karen E, Wysocki Tim
Baylor College of Medicine, Department of Pediatrics and Texas Children's Hospital, Section of Psychology.
Medical College of Wisconsin and Children's Hospital of Wisconsin.
Prof Psychol Res Pr. 2017 Dec;48(6):461-468. doi: 10.1037/pro0000164.
Little is known about the career satisfaction of pediatric psychologists, who specialize in psychological research, teaching, and clinical service in the context of pediatric healthcare. As part of the larger Society of Pediatric Psychology Workforce Survey and in collaboration with the American Psychological Association Center for Workforce Studies, this study aimed to: (1) describe the career domains which pediatric psychologists perceive to be important and their satisfaction in each domain, and (2) compare satisfaction of pediatric psychologists across work settings, number of positions, appointment duration, professional roles, career stage, academic rank, and gender. Responses from 336 pediatric psychologists demonstrated high career satisfaction. Domains of career satisfaction that received mean scores indicating high importance include balance of work and personal lives, peer/collegial support, and flexibility and choice in the workplace, but on average respondents reported being only somewhat satisfied in these domains. Total satisfaction scores were significantly higher among pediatric psychologists in 9-10 month appointments, primarily research careers, and at higher academic ranks, but scores were similar across employment settings and genders. To enhance career satisfaction and retention, pediatric psychologists may seek additional mentorship or explore new employment roles, and administrators and managers may consider adopting workplace policies or making environmental changes that could address specific areas of need.
This study suggests that overall, pediatric psychologists are highly satisfied with their employment. However, there may be some important aspects of their work that could be more satisfying. The findings have implications for identifying professional development strategies that can maintain or enhance satisfaction.
对于儿科心理学家的职业满意度了解甚少，他们专注于儿科医疗保健背景下的心理学研究、教学和临床服务。作为规模更大的儿科心理学劳动力调查的一部分，并与美国心理协会劳动力研究中心合作，本研究旨在：（1）描述儿科心理学家认为重要的职业领域以及他们在每个领域的满意度，（2）比较不同工作环境、职位数量、聘任时长、专业角色、职业阶段、学术职级和性别的儿科心理学家的满意度。336名儿科心理学家的回复显示出较高的职业满意度。职业满意度得分较高且表明重要性的领域包括工作与个人生活的平衡、同行/同事支持以及工作场所的灵活性和选择，但平均而言，受访者表示在这些领域只是有些满意。在聘任时长为9至10个月、主要从事研究工作以及学术职级较高的儿科心理学家中，总体满意度得分显著更高，但不同工作环境和性别的得分相似。为了提高职业满意度和留任率，儿科心理学家可以寻求更多的指导或探索新的就业角色，管理人员和经理可以考虑采取工作场所政策或进行环境改变，以满足特定的需求领域。
本研究表明，总体而言，儿科心理学家对其工作高度满意。然而，他们工作的某些重要方面可能会更令人满意。这些发现对于确定能够维持或提高满意度的职业发展策略具有启示意义。
