To Leave or to Lie? Are Concerns about a Shift-Work Mentality and Eroding Professionalism as a Result of Duty-Hour Rules Justified?
Article first published online: 22 SEP 2010
© 2010 Milbank Memorial Fund. Published by Wiley Periodicals Inc.
Volume 88, Issue 3, pages 350–381, September 2010
How to Cite
SZYMCZAK, J. E., BROOKS, J. V., VOLPP, K. G. and BOSK, C. L. (2010), To Leave or to Lie? Are Concerns about a Shift-Work Mentality and Eroding Professionalism as a Result of Duty-Hour Rules Justified?. Milbank Quarterly, 88: 350–381. doi: 10.1111/j.1468-0009.2010.00603.x
- Issue published online: 22 SEP 2010
- Article first published online: 22 SEP 2010
- duty-hour regulations;
Context: Medical educators worry that the 2003 Accreditation Council for Graduate Medical Education (ACGME) duty-hour rules (DHR) have encouraged a “shift work” mentality among residents and eroded their professionalism by forcing them either to abandon patients when they have worked for eighty hours or lie about the number of hours worked. In this qualitative study, we explore how medical and surgical residents perceive and respond to DHR by examining the “local” organizational culture in which their work is embedded.
Methods: In 2008, we conducted three months of ethnographic observation of internal medicine and general surgery residents as they went about their everyday work in two hospitals affiliated with the same training program, as well as in-depth interviews with seventeen residents. Field notes and interview transcripts were analyzed for perceptions and behaviors in regard to beginning and leaving work, reporting duty hours, and expressing opinions about DHR.
Findings: The respondents did not exhibit a “shift work” mentality in relation to their work. We found that residents: (1) occasionally stay in the hospital in order to complete patient care tasks even when, according to the clock, they are required to leave, because the organizational culture stresses performing work thoroughly, (2) do not blindly embrace noncompliance with DHR but are thoughtful about the tradeoffs inherent in the regulations, and (3) express nuanced and complex reasons for erroneously reporting duty hours, suggesting that reporting hours worked is not a simple issue of lying or truth telling.
Conclusions: Concerns about DHR and the erosion of resident professionalism resulting from the development of a “shift work” mentality likely have been overstated. Instead, the influence of DHR on professionalism is more complex than the conventional wisdom suggests and requires additional assessment.