[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-261570-105":53,"doc-detail-261570-en":126},{"code":4,"msg":5,"data":6},0,"success",[7,14,19,24,29,34,39,44,49],{"id":8,"doc_module":9,"doc_module_name":10,"category_name":11,"show_sort_weight":12,"slug":13},11,1,"Template","Presentations",90,"presentations",{"id":15,"doc_module":9,"doc_module_name":10,"category_name":16,"show_sort_weight":17,"slug":18},12,"Resumes",80,"resumes",{"id":20,"doc_module":9,"doc_module_name":10,"category_name":21,"show_sort_weight":22,"slug":23},14,"Invoices",70,"invoices",{"id":25,"doc_module":9,"doc_module_name":10,"category_name":26,"show_sort_weight":27,"slug":28},15,"Posters",60,"posters",{"id":30,"doc_module":9,"doc_module_name":10,"category_name":31,"show_sort_weight":32,"slug":33},16,"Social Media",50,"social-media",{"id":35,"doc_module":9,"doc_module_name":10,"category_name":36,"show_sort_weight":37,"slug":38},17,"Forms",40,"forms",{"id":40,"doc_module":9,"doc_module_name":10,"category_name":41,"show_sort_weight":42,"slug":43},18,"Letters",30,"letters",{"id":45,"doc_module":9,"doc_module_name":10,"category_name":46,"show_sort_weight":47,"slug":48},21,"Paper Templates",5,"papers-templates",{"id":50,"doc_module":9,"doc_module_name":10,"category_name":51,"show_sort_weight":4,"slug":52},158,"General","general-158",{"code":4,"msg":54,"data":55},"ok",{"site_id":56,"language":57,"slug":58,"title":59,"keywords":60,"description":61,"schema_data":62,"social_meta":119,"head_meta":121,"extra_data":123,"updated_unix":125},105,"en","hospitalist-career-satisfaction-white-paper-a-challenge-for-a-new-specialty","Hospitalist Career Satisfaction White Paper - A Challenge for a New Specialty","","A white paper on hospitalist career satisfaction examining the forces shaping professional experience. It outlines how rapid growth in hospital medicine has brought administrators and clinicians reliance on hospitalists for cost, quality, safety, coverage, and education, while also highlighting heavy workloads, demanding schedules, and administrative burdens. It details key stressors across clinical work, the work environment, and external influences, including limited control, recognition gaps, and pressures from organizations and personal life.",{"@graph":63,"@context":118},[64,80,101],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":11,"@type":70,"position":76},"https://docshare.wps.com/template/presentations/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/hospitalist-career-satisfaction-white-paper-a-challenge-for-a-new-specialty/261570/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/hospitalist-career-satisfaction-white-paper-a-challenge-for-a-new-specialty/261570.png","ImageObject",442,249,{"name":88,"@type":89},"Maya Linwood","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-10-27","2026-09-14",true,{"@type":98,"interactionType":99,"userInteractionCount":8},"InteractionCounter",{"@type":100},"ViewAction",{"@type":102,"mainEntity":103},"FAQPage",[104,110,114],{"name":105,"@type":106,"acceptedAnswer":107},"What problem does the white paper address about hospitalists’ careers?","Question",{"text":108,"@type":109},"It addresses the gap between the growing importance of hospitalists and the career challenges they face, including heavy workloads, demanding schedules, and administrative responsibilities.","Answer",{"name":111,"@type":106,"acceptedAnswer":112},"How is the hospitalists’ stress categorized in the framework?",{"text":113,"@type":109},"Stressors are grouped into the nature of the work, the work environment, external influences, and career/organizational and personal issues.",{"name":115,"@type":106,"acceptedAnswer":116},"Which career-satisfaction areas does the white paper organize into pillars?",{"text":117,"@type":109},"It organizes key themes into four pillars: Reward/Recognition, Workload/Schedule, Autonomy/Control, and Community/Environment.","https://schema.org",{"og:url":78,"og:type":120,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":122,"canonical":78},"index,follow",{"doc_id":124,"site_id":56},261570,1791737889,{"code":4,"msg":5,"data":127},{"doc_id":124,"user_id":128,"nickname":88,"user_avatar":129,"doc_module":9,"category_id":8,"category_name":11,"doc_title":59,"doc_description":61,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":8,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":135,"language":136,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":137,"faqs":138,"seo_title":139,"seo_description":61,"update_tm":140,"read_time":30,"preview_page_count":4},962084928432,"https://ap-avatar.wpscdn.com/davatar_155a257f0dc6eb9ab79c44ca47cae57d","A Challenge for a New Specialty  \nA White Paper on Hospitalist Career Satisfaction  \nPrepared by:  \nThe SHM Career Satisfaction Task Force December, 2006  \nContributors  \nThis White Paper is a collaborative effort of the Career Satisfaction Task Force. The Co-Chairs of the Task Force, Sylvia McKean MD and Winthrop Whitcomb MD, provided overall leadership and are largely responsible for the conceptual framework of the White Paper. In addition, members of the Task Force contributed to individual chapters as follows:  \nChapter 3 (Job Fit) and Chapter 6 (Autonomy/Control)  \n• Tosha Wetterneck, MD  \nUniversity of Wisconsin Hospital/Clinics, Madison, WI  \n• Justin Psaila, MD  \nSt. Luke's Hospital, Bethlehem, PA  \nChapter 4 (Reward/Recognition)  \n• Sylvia McKean, MD  \nBrigham & Women's Hospital, Boston, MA (Co-Chair)  \n• Adrienne Bennett, MD, PhD  \nOhio State University Medical Center, Columbus, OH  \nChapter 5 (Workload/Schedule)  \n• Winthrop Whitcomb, MD  \nMercy Medical Center, Springfield, MA (Co-Chair)  \n• Douglas Carlson, MD  \nSt Louis Children's Hospital, St. Louis, MO  \n• Jeffrey Genato, MD  \nHospital Medicine Consultants, Frisco, TX  \nChapter 7 (Community/Environment)  \n• Mark Brauning, MD Stamford Hospital, Stamford, CT  \n• Noah Harris, MD Scott & White Hospital & Clinic, Belton, TX  \nThe other members of the Task Force provided input to and review of the White Paper:  \n• Claudia Claiborne, MD  \nPrimeDoc Management Services, Asheboro, NC  \n• Michael Ruhlen, MD  \nToledo Childrens Hospitalists, Toledo, OH  \n• Gary Salem, DO  \nIPC-Detroit, Troy, MI  \nThe Task Force engaged a professional writer who contributed to editing and re-drafts of the chapters:  \n• Phyllis Hanlon, Charlton, MA  \nThe final version of the White Paper was drafted by the Task Force coordinator:  \n• Joseph A. Miller, Senior Vice President, Society of Hospital Medicine The White Paper was reviewed by the following “external” reviewers:  \n• Peter J. Pronovost, MD, PhD  \nAssociate Professor Departments of Anesthesiology and Critical Care, Surgery, and Health Policy and Management  \nMedical Director, Center for Innovations in Quality Patient Care  \nThe Johns Hopkins University School of Medicine  \n• Charles Hatem, MD  \nHarold Amos Academy Professor  \nDirector of Professional Development  \nThe Academy at Harvard Medical School  \n• John Adam Fromson, MD  \nAssistant Professor of Psychology  \nHarvard Longwood Residency Training Program  \nHarvard Medical School  \nDirector, Physician Health Services  \nMassachusetts Medical Society  \nTable of Contents  \nChapter  Description  Page  \n1 Introduction 5  \n2 Framework 8  \n3 Job Fit 15  \n4 Pillar 1: Reward/Recognition 20  \n5 Pillar 2: Workload/Schedule 26  \n6 Pillar 3: Autonomy/Control 36  \n7 Pillar 4: Community/Environment 41  \nChapter 1  \nIntroduction  \nIn 1996, when Robert M. Wachter, MD, coined the term “hospitalist,” the medical world, as well as the general public, never imagined this niche area would have the impact it has. Fewer than 1,000 hospitalists existed at that time. Today, that figure exceeds 15,000 and almost 40 percent of the 5,000 hospitals nationwide employ hospitalists.  \nHospital administrators and their medical staff have come to depend on hospitalists to address a wide range of concerns, including cost savings, quality and safety, throughput, medical staff leadership, 24x7 coverage, and education. Hospitalists have become critical players in the hospital environment. Many have enjoyed rewards for their work, including recognition for their excellence and appreciation from patients, family, and colleagues.  \nBut growth and success is a two-sided coin. Just as other specialty areas, such as emergency medicine and critical care, experienced growing pains, hospital medicine faces the challenge of heavy workloads, demanding schedules and numerous administrative responsibilities. Hospitalists are continually being asked to demonstrate that they are worth the investment made by their hospital. And individual ho","cbCaithmTgQUncZa","https://ap.wps.com/l/cbCaithmTgQUncZa","pdf",168150,45,"English","# Introduction\n## Background and growth of hospital medicine\n# Framework\n## Stressors affecting hospitalists\n# Job Fit\n# Pillar 1: Reward/Recognition\n# Pillar 2: Workload/Schedule\n# Pillar 3: Autonomy/Control\n# Pillar 4: Community/Environment","[{\"question\":\"What problem does the white paper address about hospitalists’ careers?\",\"answer\":\"It addresses the gap between the growing importance of hospitalists and the career challenges they face, including heavy workloads, demanding schedules, and administrative responsibilities.\"},{\"question\":\"How is the hospitalists’ stress categorized in the framework?\",\"answer\":\"Stressors are grouped into the nature of the work, the work environment, external influences, and career/organizational and personal issues.\"},{\"question\":\"Which career-satisfaction areas does the white paper organize into pillars?\",\"answer\":\"It organizes key themes into four pillars: Reward/Recognition, Workload/Schedule, Autonomy/Control, and Community/Environment.\"}]","Hospitalist Career Satisfaction White Paper - A Challenge for a New Specialty | PDF",1789355352]