The Laravel team released Inertia v2.2 with a new <InfiniteScroll/> component. This component will likely be a huge timesaver if you've ever built an infinite scroll feature by hand.

It's engineered to speed up your time

The next-gen Bluesky experience is here! Swipe endlessly through posts, discover new content, and interact seamlessly. It’s in alpha, so we need your feedback! 🔥

A fresh way to browse Bluesky! BlueScroll lets you scroll endlessly, explore interactive cards, and enjoy a smoother feed. Try it now & share your thoughts! 👇

The next-gen Bluesky experience is here! Swipe endlessly through posts, discover new content, and interact seamlessly. It’s in alpha, so we need your feedback! 🔥

Experience Bluesky like never before! BlueScroll brings TikTok-style infinite scrolling for posts, videos, and images—all in one sleek feed. Try it now! 🚀📲

The next-gen Bluesky experience is here! Swipe endlessly through posts, discover new content, and interact seamlessly. It’s in alpha, so we need your feedback! 🔥

El contenido que se exhibe en scroll infinito en sitios web corporativos debe crearse con unos requerimientos de coherencia para ser eficaz

YouTube video by Celestial Aeon Project celtic music & epic music

 An employed physician works under contract for a hospital, clinic, or organization's medical practice. Unlike a private practice owner who manages their own business, an employed physician is a salaried professional. This arrangement provides a steady income and benefits without the burden of administrative tasks, but often at the expense of autonomy, decision-making, and mandatory performance targets. Medscape asked employed physicians how they feel about the perks and drawbacks of their work life. _In this report, gender is based on how respondents self-identified in our survey._ _Some totals in this presentation do not equal 100% because of rounding._  For employed physicians, stable income and not having to run a business were by far the most appealing aspects of their jobs as they were in Medscape's [2023 report](https://www.medscape.com/slideshow/2023-employed-physicians-rpt-6016607#1). These options were chosen by more than half of respondents, significantly outpacing all the other options. "The best part of being employed was the stability," says Carl Law, MD, anesthesiologist and founder of Doctors First Staffing, a locum tenens company in Los Gatos, California. "I didn't have to worry about payroll, billing, or negotiating contracts — the infrastructure was already in place, so I could focus on patient care." "From a leadership perspective, synergistic alignment of goals with the healthcare organization is also easier in an employed arrangement. There was a built-in community of colleagues, which created a supportive environment and made collaboration easy."  While employed physician respondents chose less autonomy and less income potential as their top choices both this year and in 2023, they chose them somewhat less often this year (48% vs 56% for less autonomy and 33% vs 52% for less income potential). Additionally, respondents were more often concerned with workplace rules, company management, and performance targets than they were in 2023.  The majority of respondents (51%) felt that neither employment nor self-employment offered more advantages. With a near-even split among our respondents, they found no distinct preference for either option. However, about 60% of self-employed docs said there were more advantages compared with employment, and 31% said neither had more advantages. "There's no perfect setup, but I'd say employment gives security, while private practice gives more control and fulfillment," says Michael Hersh, MD, a gastroenterologist in Buffalo Grove, Illinois.  When employed doctors were asked to evaluate key aspects of their workplace, they more often felt that their employers provided an agreeable work environment and support but less often thought their employers put quality care before quotas and Current Procedural Terminology (CPT) codes. Surprisingly, more doctors weren't protesting about the latter. A combined 36% of physicians strongly agreed or agreed that their workplace emphasized quotas and CPT codes over quality care, while a slightly larger group (a combined 40%) either disagreed or strongly disagreed that their workplace was more concerned with quotas over patient care. The data painted a picture of an employed workforce that values the stability and security of employment but also operates in an environment where compensation is linked to performance rather than quality of care.  When asked how employed physicians felt their employers did in setting up a rewarding environment, the proportion of respondents who agreed or strongly agreed remained about the same from the 2023 report. There was only a few percentage points difference in the strongly disagree/disagree category from the previous report, suggesting a stable and slightly improved satisfaction.   A stable, small majority of office-based physician respondents in single specialty practices rate their autonomy as satisfactory, about the same as in 2023. Many respondents told us that losing autonomy and not having to handle the administrative and financial side of practicing medicine is a trade-off they made for being employed. "Self-employment offers autonomy that employed physicians rarely experience," says Law. "I decide what contracts to take, where to practice, and how to structure my work. It also provides the chance to innovate and improve systems that, as an employee, I often found frustrating but couldn't change. The trade-off is greater risk and responsibility, but for me the control over my professional life has been worth it."  Surprisingly, nearly half (49%) of the doctors surveyed felt that doctors and management worked well together. This indicates that while there are strong opinions on both ends, the general sentiment was not highly polarized. One [systematic review](https://biomedres.us/fulltexts/BJSTR.MS.ID.006910.php#:~:text=This%20is%20corroborated%20by%20a,defined%20by%20Ring%2C%20et%20al.) on doctors and management surmised that better communication, an understanding of the different cultural issues affecting doctors and hospital managers, and greater involvement of both groups in decision-making would help bridge the gap and improve the relationship between these two groups. "When leadership stays close to physicians and staff, though, the culture is stronger, and the support feels real. Choosing an organization that values community, culture, and physician input makes a big difference," says Hersh.  The feeling that rules were designed for everyone except doctors somewhat increased from the 2023 report. Employed physicians felt that the rules made more sense for the employer (63% vs 70%), and for patients (66% vs 71%) rather than themselves. A 2023 review in [BMC Medical Education](https://bmcmededuc.biomedcentral.com/articles/10.1186/s12909-023-04543-3) found that micromanagement in clinical supervision had negative connotations for physicians and led to trainees' negative physical and psychological health. Heavy-handed management has also been linked to poor staff engagement, reduced morale, and higher employee turnover. "Autonomy in an employed setting can feel limited, especially when administrative priorities don't always align with clinical judgment. I often found myself balancing patient care with organizational policies that sometimes felt rigid," says Hersh.  One quarter of respondents reported that they had a quota, and only a little more than half said they had enough time to meet that quota. Meeting quotas can be a serious problem for physicians that could lead to packed schedules, burnout, and shortened patient visits. One respondent said, "I answer to myself, not to a large hospital or industry group. I never worry at the end of a day if I met some arbitrary quota." Another said, "Concerns about quotas adversely affect patient care and patient needs."  The majority of physicians surveyed had their compensation structured using a blend of methods, not a single one. Salary plus a productivity/quality bonus was the most common model, and straight salary was the second most common. More than half of office-based, single-specialty group practice physicians operated under a base salary plus productivity target and other performance metrics, whereas only 14% worked under 100% productivity targets. This could suggest a desire to balance financial stability (guaranteed salary) with incentives for performance (productivity and quality bonuses).  More than three quarters of respondents (79%) graded their metrics as fair or neutral, which wasn't an overwhelmingly positive endorsement. Physician compensation was most commonly structured as a combination of a base salary with additional bonuses for productivity and quality. This suggested that healthcare organizations may be moving away from purely salary-based or productivity-based models to create incentives that balance a physician's need for stable income with the organization's goals for both patient volume and quality of care.  Physician respondents rated their employment situation as very secure or secure, which could be a strong point for being an employed physician right now. However, in another Medscape report, 79% of self-employed doctors said their practice was financially secure moving forward. While self-employed physicians had greater autonomy and can control their own destiny, employed doctors could benefit from the stability and support of larger institutions. Both had a measure of job security and risk.  When comparing their work-life balance to that of self-employed physicians, a substantial number of employed physicians felt their work-life balance was better (48%). This is a major factor that may attract doctors to employed positions. "As an employed physician, work-life balance often depended on the culture of the group and the expectations of administration," says Law. "It was more predictable, but not always flexible." "Now, as the founder of Doctors First Staffing, I find the flexibility of self-employment to be the biggest advantage. It comes with added responsibilities — managing a business requires energy and time — but the ability to control my own schedule and set priorities has been a major improvement in balance overall."  Compared with the 2023 report, physicians had a slight improvement in having five or fewer call nights per month (67% vs 74%), which was significant. One respondent said, "I would like more time off. There is no compensation for on call, except RVUs." Another said, "I take locum jobs where I want to practice and negotiate the terms — days off, breaks in the schedule, expectations for productivity, and call. I choose not to be on call."   [Start](https://www.medscape.com/slideshow/2025-doc-shortages-report-6018535)   Doctors in a Medscape survey tell about job openings for doctors and others in their workplace, the supply of qualified applicants, and whether they expect the imbalance to improve.Medscape Features Slideshow, Aug 2025 [All Slideshows](/features/slideshow/)