title: Facility evaluation of resigned hospital physicians:managerial implications for hospital physician manpower.
abstract: BACKGROUND
  Turnover of physicians might be responsible for reducing patients' trust and affecting hospital performance. This study aimed to understand physicians' psychological status regarding their hospital work environment and the resources of independent practitioners.
  
  
  METHODS
  This was a cross-sectional study with 774 physicians who had resigned from hospitals and were now practicing privately in clinics in Taichung City as its study population. A mail survey with a multidimensional questionnaire was sent to each subject.
  
  
  RESULTS
  This study revealed that older physicians were less satisfied regarding the work environment in their respective former hospitals. Male physicians were found to be more satisfied with the tangible resources of their hospitals. Internal medicine physicians were found to be less satisfied overall with the intangible resources. Gynecologists and pediatricians were found to be more satisfied with their hospital environments. The physicians who worked long hours per week reported that they were less satisfied with their job content. The physicians who had opportunities to learn advanced skills and enhance their knowledge were more satisfied with their hospital environment, tangible resources, and intangible resources. In addition, physicians in private hospitals were found to be more satisfied with their job content, but they were less satisfied with work motivation and retention and intangible resources. In addition, physicians who worked in hospitals located in Taichung city reported that they were less satisfied with their tangible resources than the physicians working in hospitals outside of the city.
  
  
  CONCLUSIONS
  This study focused on the satisfaction of physicians who had already left their respective hospitals instead of current retained physicians. From this study, it is our recommendation that hospital managers should pay closer attention to the real needs and expectations of the physicians they employ, and managers should consider adjusting their managerial perspectives when establishing new human resources policies or making decisions.
authors.affiliation: College of Medicine, China Medical University, No. 2, Yuh-Der Road, 404, Taichung, Taiwan.|Department of Family Medicine, China Medical University Hospital, 404, Taichung, Taiwan.
authors.forename: Kao-Chi
authors.initials: KC
authors.lastname: Cheng
authors.affiliation: Department of Family Medicine, Show Chwan Memorial Hospital, 500, Changhua, Taiwan.
authors.forename: Tsung-Lin
authors.initials: TL
authors.lastname: Lee
authors.affiliation: College of Medicine, China Medical University, No. 2, Yuh-Der Road, 404, Taichung, Taiwan.
authors.forename: Yen-Ju
authors.initials: YJ
authors.lastname: Lin
authors.affiliation: College of Medicine, China Medical University, No. 2, Yuh-Der Road, 404, Taichung, Taiwan.|Department of Family Medicine, China Medical University Hospital, 404, Taichung, Taiwan.
authors.forename: Chiu-Shong
authors.initials: CS
authors.lastname: Liu
authors.affiliation: College of Medicine, China Medical University, No. 2, Yuh-Der Road, 404, Taichung, Taiwan.|Department of Family Medicine, China Medical University Hospital, 404, Taichung, Taiwan.
authors.forename: Cheng-Chieh
authors.initials: CC
authors.lastname: Lin
authors.affiliation: College of Medicine, China Medical University, No. 2, Yuh-Der Road, 404, Taichung, Taiwan. wei@mail.cmuh.org.tw.|Department of Family Medicine, China Medical University Hospital, 404, Taichung, Taiwan. wei@mail.cmuh.org.tw.
authors.forename: Shih-Wei
authors.initials: SW
authors.lastname: Lai
keywords: Job satisfaction; Physician who left hospital; Retention; loyalty