Background: Despite a longstanding debate regarding personal choice towards death and dying, MAiD was legalized in Canada on June 17th, 2016. Since its integration into the healthcare system, there has been a dearth of literature surrounding providers’ experience with the procedure. Healthcare providers are uniquely positioned within the context of the MAiD experience. Aim: To explore the experiences of health care providers (nurses and physicians) caring for patients undergoing MAiD as well as to explore the relationships between the concepts, Moral Distress (MD), Professional Quality of Life (Burnout (BU), Secondary Traumatic Stress (STS) and Compassion Satisfaction (CS)), and Intent to Turnover (TO). Design: This explorative and descriptive cross-sectional study consisted of a self-reported survey that uses both scale items and open-ended questions. Setting/ Participants: The target population included all nurses and physicians who were active members of a targeted Regional MAiD Network practicing within a designated geographical location within Canada. Results: N=38 Questionnaires completed. The averages of our measured constructs include Moral Distress (Composite) x= 2.9 (SD 2.03), Moral Distress (Frequency): x= 1,18 (SD .102), Moral Distress (Intensity): x= 1.61 (SD .28) Burnout: x= 2.08 (SD 0.5), Secondary Traumatic Stress x= 2.22 (SD 0.48), Compassion Satisfaction x= 4.18 (SD 0.43) and Turnover Intent: x= 2.22 (SD 0.77). Significant positive correlations were found between inter-scale constructs of Moral Distress (Composite, Frequency, and Intensity), Moral Distress, Burnout, and Secondary Traumatic Stress, and between Burnout and Turnover Intent. Significant negative correlations were also found between Professional Quality of life Inter-Scale constructs of Compassion Satisfaction and Burnout as well as between Compassion Satisfaction and Turnover Intent. Conclusion: MAiD providers in our study expressed feelings of their work being “rewarding” and “deeply satisfying”, further reflective in their below-average rates of Moral Distress, Burnout, Secondary Traumatic Stress, Turnover Intent, and higher-than-average rates of Compassion Satisfaction. Although the procedure remains controversial, these participants expressed enjoying their work. These reported positive aspects of their roles persisted despite the challenges the COVID-19 pandemic presented.

Turnover among mental health professionals is high, which can have a direct impact on access to services and continuity of care. Informed by goal-setting theory, social-cognitive theory, and self-efficacy, this quantitative study investigated how California community mental health agency productivity standards were related to self-efficacy, job satisfaction, and marriage and family therapist (MFT) turnover intent among 141 MFTs. Participants completed a Demographic and Productivity Questionnaire, Job Self-Efficacy Scale, Job Satisfaction Scale, and Turnover Intention Scale. The relationship between participant age, gender, experience, number of work hours, licensure status, and job site with job satisfaction and turnover intent were assessed using hierarchical multiple regression. The results of the study showed that productivity standards positively impacted (i.e. increased) turnover intent and were partially mediated by job self-efficacy and job satisfaction. Additionally, productivity standards negatively impacted job satisfaction, as partially mediated by job self-efficacy. Hours worked per week and gender were also found to impact turnover intent. Licensure status was found to impact job satisfaction. Implications for positive social change include assisting MFT employers in community mental health agencies in designing jobs for providers that promote job satisfaction and reduce turnover intent.

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When recently graduated psychologists leave the profession, it can have a negative impact on the quality and continuity of care as well as resulting in socioeconomic costs. This study set out to investigate what personal and contextual factors affect newly graduated psychologists' intention to leave the profession (ITLP) over time. Longitudinal data was collected using a survey over three waves: 2017, 2018 and 2019. The participants were newly graduated psychologists in Sweden (n=346) who had answered two consecutive surveys. Logistic regressions were made, with the dependent variable ITLP. The independent variables were: sector (public or private), occupational self-efficacy, work related psychological flexibility, role stress. emotional demands, job satisfaction, social support (from colleagues, supervisor and family), transition between studies and internship, transition between internship and employment and sickness absence. Results showed that job satisfaction, social support from supervisors and the transition between internship and employment had a significant effect on the newly graduated psychologists’ ITLP over time. Due to data limitations some hypothesized relationships might not have been detected. Further research is needed to clarify what affects psychologists’ ITLP over time. / Att psykologer väljer att lämna yrket kan påverka vårdkvalitet och kontinuitet, dessutom innebär det samhällsekonomiska kostnader. Denna studie undersöker vilka faktorer det är som påverkar huruvida psykologer har en intention att lämna yrket (ITLP) eller inte. Longitudinell data samlades in i tre omgångar: 2017, 2018 och 2019. Deltagare var nyligen examinerade psykologer i Sverige (n=346) som hade svarat på två efterföljande enkäter. Logistiska regressioner genomfördes med den beroende variabeln ITLP. De oberoende variabler var: sektor (offentlig eller privat), arbetsrelaterad self-efficacy, arbetsrelaterad psykologisk flexibilitet, rollstress, emotionella krav, arbetstillfredsställelse, socialt stöd (från kollegor, överordnad och familj), övergång mellan studier och praktisk tjänstgöring, övergång mellan praktisk tjänstgöring och arbete samt sjukfrånvaro. Resultatet visade att arbetstillfredsställelse, socialt stöd från överordnad och transitionen mellan praktisk tjänstgöring och arbete hade en signifikant effekt på ITLP över tid. Begränsningar i data kan ha gjort så att vissa av de samband som hypotiserats inte kunde identifieras. Mer framtida forskning behövs för att klargöra vilka faktorer som påverkar psykologers ITLP över tid.