Despite these differences, levels of global job satisfaction and burnout were similar across the practice models. We analyzed data from 794 of these who responded to the item indicating their hospitalist practice model. The diversity of available hospitalist jobs is characterized, for example, by setting (community hospital vs academic hospital), employer (hospital vs private practice), job duties (the amount and type of clinical work, and other administrative, teaching, or research duties), and intensity (work hours and duties to maximize income or lifestyle). Chi‐square statistics were used to evaluate for differences across practice models. Our study demonstrates that, in 2010, Hospital Medicine has evolved enough to accommodate a wide variety of goals and needs.While global satisfaction did not differ among practice types, hospitalists from various models did report differences in factors considered important to global satisfaction. The diversity found across existing practice models and the characteristics of the practices provide physicians with the opportunity to bring their unique skills and motivations to the hospitalist movement. A single survey item solicited respondents to choose exactly 4 of 13 considerations most pertinent to job satisfaction. A single survey item solicited respondents to choose exactly 4 of 13 considerations most pertinent to job satisfaction. Second, in spite of our inclusive approach, we may still have excluded categories of practicing hospitalists. As hospitals and other organizations seek to create, maintain, or grow hospitalist programs, the data provided here may prove useful to understand the relationship between practice characteristics and individual job satisfaction. The hospitalist model of care quickly showed value in proving both efficiency and improved patient outcomes. An Innovative Nurse Practitioner Model for Hospitalist Care Melissa A. Diehl, MSN, CRNP 1 ; Mary deVry, MSN, CRNP 1 ; Kimberly Covington, MSN, CRNP 1 ; Beth Ann Swan, PhD, CRNP, FAAN 2 1 Thomas Jefferson University Hospital; 2 Jefferson School of Nursing, Thomas Jefferson University Local groups and academics were least likely to rank optimal workload as a top factor, and local group hospitalists were more likely to rank optimal autonomy than those of other models. First, our adjusted response rate of 25.6% is low for survey research, in general. Therefore, we deliberately designed our sampling strategy to error on the side of including ineligible surveyees to reduce systematic exclusion of practicing hospitalists. Job and specialty satisfaction and 11 satisfaction domain measures were measured using validated scales.1726 Burnout symptoms were measured using a validated single‐item measure.26, 27. In most hospitals, hospitalists care for over 50% of patients and are an inflection point for many of the metrics used in pay-for-performance programs. PURPOSE: The hospitalist model of inpatient care has rapidly expanded, but little is known about hospitalist care in critical access hospitals (CAHs). Responses to the item that asked to indicate the proportion of work dedicated to administrative responsibilities, clinical care, teaching, and research that did not add up to 100% were dropped. How these choices relate to job satisfaction and burnout are also unknown.The Society of Hospital Medicine (SHM) has administered surveys to hospitalist group leaders biennially since 2003.1215 These surveys, however, do not address issues related to individual hospitalist worklife, recruitment, and retention. Finally, mean earnings for academic hospitalists were significantly lower than for hospitalists of other practice models. We were careful not to allow SHM members to represent all US hospitalists and included non‐members in the sampling frame, but the possibility of systematic exclusion that may alter our results remains a concern. More local groups used fee‐for‐service compensation than other models. Academic hospitalists had less concern for substantial pay, and more concern for the variety of tasks they perform and recognition by leaders, than other hospitalists. Most hospitalists indicated that their current clinical work as hospitalists involved the general medical wards (100%), medical consultations (98%), and comanagement with specialists (92%). Hospitalists spent 11%‐18% of their time on administrative and committee responsibilities, with the least amount spent by hospitalists in multistate groups and the most in academic practice.Table 2.Hospitalist Work Hours by Practice Model Local Hospitalist‐Only GroupMulti‐State Hospitalist GroupMultispecialty Physician GroupEmployer HospitalUniversity or Medical School n = 95n = 111n = 115n = 348n = 107P ValueAbbreviations: CI, confidence interval; FTE, full‐time equivalent. Organizational fairness was rated much higher by local group hospitalists than other practice models. Tags Career Analysis Hospitalist Physician Practice Models About Gerard DiLeo, MD Dr. Gerard DiLeo, physician and published women's health author for McGraw-Hill, is now writing full time after a career of over 30 years in private OBGYN practice in the New Orleans area. Rather than asking for higher salaries to remain competitive, it may be more effective to advocate for time and training for their hospitalists to pursue important other activities beyond direct clinical care. Journal of Hospital Medicine 2012; © 2012 Society of Hospital Medicine, Copyright © 2012 Society of Hospital Medicine. The adjusted response rate from hospitalists affiliated with the 3 sponsoring institutions was 6% (40/662). Over the past 15 years, there has been dramatic growth in the number of hospitalist physicians in the United States and in the number of hospitals served by them.13 Hospitals are motivated to hire experienced hospitalists to staff their inpatient services,4 with goals that include obtaining cost‐savings and higher quality.59 The rapid growth of Hospital Medicine saw multiple types of hospital practice models emerge with differing job characteristics, clinical duties, workload, and compensation schemes.10 The extent of the variability of hospitalist jobs across practice models is not known. It is estimated that today there are more than 50,000 practicing hospitalists, making this new field substantially larger than any subspecialty of internal medicine. Differences in clinical and nonclinical responsibilities, and differences in factors most important to job satisfaction, were noted across the 5 models. All analyses were performed using STATA version 11.0 (College Station, TX). Responses to the item that asked to indicate the proportion of work dedicated to administrative responsibilities, clinical care, teaching, and research that did not add up to 100% were dropped. Studies have even shown how hospitalists helped reduce the length of patient stays. However, for someone who is willing to sacrifice a higher salary for variety of activities, academic Hospital Medicine may be a better fit. Control over personal time is a top consideration for many hospitalists across practice models, yet their satisfaction with personal time is low. Of the 5389 originally sampled addresses, 1868 were undeliverable. Because these respondents were more likely to be non‐members of SHM, we opted to analyze the responses from the sponsor hospitalists together with the sampled hospitalists. More multistate group practices were based in smaller hospitals, while academic hospitalists tended to practice in hospitals with 600 or more beds. However, leaders of academic programs may be missing the primary factor that can improve their hospitalists' satisfaction. Additional outcomes research is needed to determine the effect of the ob-gyn hospitalist model on the safety and quality of care and to determine the economic feasibility of various models. the development of a hospitalist program 4. staffing models a. full time hospitalist coverage b. transition of existing md(s) c. rotation between clinic and hospital d. weekends only e. other ‘creative’ options Respondents in multistate hospitalist groups were more likely from the South and Midwest, while respondents from multispecialty groups were likely from the West.