Shaheen Mohammed F, Alhabeeb Abdulrahman Y, Alhamadh Moustafa S, Alothri Meshal A, Aldusari Rakan S
College of Medicine, King Abdullah International Medical Research Center, King Saud bin Abdulaziz University for Health Science, Riyadh, Saudi Arabia.
Organ Transplant Center and Hepatobiliary Sciences Department, King Abdulaziz Medical City, Ministry of the National Guard - Health Affairs, Riyadh, Saudi Arabia.
Surg Open Sci. 2024 Jul 5;20:178-183. doi: 10.1016/j.sopen.2024.06.011. eCollection 2024 Aug.
Surgical residency training is prominently demanding and stressful. This can affect the residents' wellbeing, work-life balance and increase the rates of burnout. We aimed to assess rates of satisfaction and burn-out among GS residents in the national training programs and provide a subsequent in-depth analysis of the potential reasons.
A sequential explanatory mixed-methods study was conducted using an online survey and virtual interviews. The validated abbreviated Maslach Burnout Inventory (aMBI) was used to assess burnout while satisfaction was assessed via 5-points Likert scale.
After excluding incomplete responses from the total 74 received, 53 were analyzed. The average participant age was 27.4 ± 2 years, with females comprising 52 % of the sample. Junior residents made up 58.5 %, and nearly half -45 %- considered quitting GS training. Moderate to high burnout rates were noted on each aMBI subscale, ranging from 41.7 % to 62.5 %. The majority of residents expressed dissatisfaction with the level of research engagement (81.1 %), supervision, and mentorship. However, operative exposure was a source of satisfaction. Dissatisfaction rates with intra-operative learning, academia, teaching, and clinical exposure were 62.3 %, 52.8 %, 50.9 %, and 35.8 %, respectively. Interviews revealed surgical case flow and a friendly work environment as major satisfaction sources. Conversely, lack of academic supervision and suboptimal hands-on training were major dissatisfaction sources.
Dissatisfaction and burn-out is prevalent among national GS training programs. Sub-optimal educational delivery and low-quality hands-on operative exposure -rather than lack of exposure to cases- seem to be the culprit.
外科住院医师培训要求极高且压力巨大。这会影响住院医师的身心健康、工作与生活的平衡，并增加职业倦怠率。我们旨在评估全国培训项目中普通外科住院医师的满意度和职业倦怠率，并随后对潜在原因进行深入分析。
采用在线调查和虚拟访谈进行了一项顺序解释性混合方法研究。使用经过验证的简化版马氏职业倦怠量表（aMBI）评估职业倦怠，同时通过5点李克特量表评估满意度。
在从总共收到的74份回复中排除不完整回复后，对53份进行了分析。参与者的平均年龄为27.4±2岁，女性占样本的52%。初级住院医师占58.5%，近一半（45%）考虑退出普通外科培训。在每个aMBI子量表上都注意到中度至高度的职业倦怠率，范围从41.7%到62.5%。大多数住院医师对研究参与程度（81.1%）、监督和指导表示不满。然而，手术操作机会是一个满意度来源。对术中学习、学术、教学和临床接触的不满率分别为62.3%、52.8%、50.9%和35.8%。访谈显示手术病例流程和友好的工作环境是主要的满意度来源。相反，缺乏学术监督和实践培训不足是主要的不满来源。
在全国普通外科培训项目中，不满和职业倦怠很普遍。教育交付不理想和实践操作机会质量低——而不是缺乏病例接触——似乎是罪魁祸首。
