Assessing Quality of Work Life of Urology Doctors in South Africa, Using a Validated Questionnaire

Abstract

Background: Worldwide doctors face many challenges in their jobs which predisposes them to burnout. Rates of burnout among medical staff has been shown to be on the rise. Doctors in urology are vulnerable to burnout, as shown in studies, and South African doctors face unique challenges which affect the quality of their work life. The effects of burnout are dire and negatively affects patient outcomes. To our knowledge no work on quality of work life of South African doctors has been published. Objectives: To analyse quality of work life and burnout amongst South African Urology medical staff. Methods: An anonymous online survey using a validated questionnaire, the NIOSH wellbeing questionnaire, was sent to urology doctors to evaluate quality of work life and burnout in South African urology medical staff. Responses were collected from 2nd May to 2nd July 2024. Results: 122 urology doctors completed the survey, of which 101 of these responses were used. Survey response rate was 25.8%. Only 36% of Urology medical staff would choose a career in medicine again. 29.7% of respondents worked more than 80 hours a week. 28% of urology medical staff felt disrespected at work, and only 35% feeling the organization they worked for cared for their general work satisfaction. Rates of workplace bullying were high at 48.5%. Rates of burnout were found to be high at 58%, with many factors lowering quality of work life such as job satisfaction, not having a mentor, workplace bullying, excessive stress and anxiety, depression and a lack of planned solitary activities. Prevalence of depression was 11.9%. Conclusions: This study showed that burnout and poor quality of work life are prevalent among South African physicians working in Urology practice, particularly among trainees and early career professionals. Interventions to promote work wellness need to be implemented to provide respite for this growing problem by improving work environment and culture, addressing staff shortages, restructuring schedules to avoid long hours, and eradicating workplace bullying. Protective strategies may include planned solitary activities for relaxation, yoga, book clubs and social events. Interventions need to be directed at both individual and organizational levels to achieve best results.