Grouped into emerging categories, which were refined in an iterative process. Redundancy of the categories was reduced by eliminating overlap in the process of sorting BEZ235 manufacturer comments by similarity, resulting in a list of relative frequencies and emphasis. Key points and illustrative comments were extracted from this list. Second, the focus group discussion notes were organized similarly in a separate document, based on the categories that emerged from the survey analysis. Upon completion, categories and their overarching themes were further streamlined and refined using a constant comparative process. A summary list thereof was created, reflecting the comprehensive content, consisting of the individual comments listed for each item (Fig. 1). The most representative or revealing comments were italicized. In addition, word clouds were created for summary and presentation purposes (http://www.wordle.net).RESULTSIn order to gain insight into the perceptions of academic physicians about their workrelated Saroglitazar Magnesium site wellness and wellness optimization needs, we queried what existing offered wellness programs they were aware of, what was motivating their work efforts, and what were perceived barriers to their wellness in the work place. We also asked what work placeSchrijver et al. (2016), PeerJ, DOI 10.7717/peerj.7/Table 1 Themes and sub-categories derived from Focus Group analyses. Intrinsic Factors Themes Contribution Categories Meaningful work Patient care Teaching Discovery Self-motivation Career-fit Extrinsic factors Themes Resources Categories Time/workload Staffing Inefficiencies ?Billing ?IT/technology ?Space access and facilities Financial support Leadership/communication Goal alignment ?Academic support ?Clinical work support ?SHC/SCH vs. SOM ?SHC/SCH and SOM vs. faculty providers ?Leadership ?Career fit in the context of goals alignment Communication Control over the work-environment Control Autonomy Performance metrics Connection/community Work environment Collegiality Diversity Work culture Facilities ?Physician lounge ?Parking ?Commuting ?Offices ?Disjointedness Wellness ?Awareness of wellness offerings ?Wellness access issues ?Perceptions around wellness ?Wellness offerings for residents ?Wellness offerings in industry/other institutions (continued on next page) ?Mentoring ?Communication ?Orientation Sub-categoriesSchrijver et al. (2016), PeerJ, DOI 10.7717/peerj.8/Table 1 (continued) Extrinsic factors Themes Work-life integration resources Categories Remuneration Housing Child care Home life Appreciation Perceptions of appreciationNotes. IT, Information technology; SHC, Stanford Health Care; SCH, Stanford Children’s Health; SOM, School of Medicine; vs, Versus.Sub-categoriessolutions they believed would improve their wellness. Thus, both the online and the interactive components of the focus groups enabled emergence of a broad spectrum of comments, ranging from those expressing work-related wellness to those regarding burnout symptoms. Key findings include that physicians are insufficiently aware of wellness opportunities in the work place. Where they are aware, access is often limited because of time constraints and/or location. Work motivation is driven by factors that are intrinsic to physicians and their work itself. Barriers to wellness are dominated by resource issues, and perceived limitations regarding control over the practice environment. Physicians offered a wide range of suggestions for improvement, most of which addressed extrinsic.Grouped into emerging categories, which were refined in an iterative process. Redundancy of the categories was reduced by eliminating overlap in the process of sorting comments by similarity, resulting in a list of relative frequencies and emphasis. Key points and illustrative comments were extracted from this list. Second, the focus group discussion notes were organized similarly in a separate document, based on the categories that emerged from the survey analysis. Upon completion, categories and their overarching themes were further streamlined and refined using a constant comparative process. A summary list thereof was created, reflecting the comprehensive content, consisting of the individual comments listed for each item (Fig. 1). The most representative or revealing comments were italicized. In addition, word clouds were created for summary and presentation purposes (http://www.wordle.net).RESULTSIn order to gain insight into the perceptions of academic physicians about their workrelated wellness and wellness optimization needs, we queried what existing offered wellness programs they were aware of, what was motivating their work efforts, and what were perceived barriers to their wellness in the work place. We also asked what work placeSchrijver et al. (2016), PeerJ, DOI 10.7717/peerj.7/Table 1 Themes and sub-categories derived from Focus Group analyses. Intrinsic Factors Themes Contribution Categories Meaningful work Patient care Teaching Discovery Self-motivation Career-fit Extrinsic factors Themes Resources Categories Time/workload Staffing Inefficiencies ?Billing ?IT/technology ?Space access and facilities Financial support Leadership/communication Goal alignment ?Academic support ?Clinical work support ?SHC/SCH vs. SOM ?SHC/SCH and SOM vs. faculty providers ?Leadership ?Career fit in the context of goals alignment Communication Control over the work-environment Control Autonomy Performance metrics Connection/community Work environment Collegiality Diversity Work culture Facilities ?Physician lounge ?Parking ?Commuting ?Offices ?Disjointedness Wellness ?Awareness of wellness offerings ?Wellness access issues ?Perceptions around wellness ?Wellness offerings for residents ?Wellness offerings in industry/other institutions (continued on next page) ?Mentoring ?Communication ?Orientation Sub-categoriesSchrijver et al. (2016), PeerJ, DOI 10.7717/peerj.8/Table 1 (continued) Extrinsic factors Themes Work-life integration resources Categories Remuneration Housing Child care Home life Appreciation Perceptions of appreciationNotes. IT, Information technology; SHC, Stanford Health Care; SCH, Stanford Children’s Health; SOM, School of Medicine; vs, Versus.Sub-categoriessolutions they believed would improve their wellness. Thus, both the online and the interactive components of the focus groups enabled emergence of a broad spectrum of comments, ranging from those expressing work-related wellness to those regarding burnout symptoms. Key findings include that physicians are insufficiently aware of wellness opportunities in the work place. Where they are aware, access is often limited because of time constraints and/or location. Work motivation is driven by factors that are intrinsic to physicians and their work itself. Barriers to wellness are dominated by resource issues, and perceived limitations regarding control over the practice environment. Physicians offered a wide range of suggestions for improvement, most of which addressed extrinsic.
