Cropsey , S. The reasons why faculty in academic medical settings choose to leave their employment are not well understood. Further, it is not clear if the reasons why women and minority faculty leave differ from those of other groups.
View on PubMed. Save to Library Save. Create Alert Alert. Share This Paper. Background Citations. Results Citations. Figures, Tables, and Topics from this paper. Citation Type. Conclusions: The majority of reasons for faculty attrition are amenable to change. Retaining high-quality faculty in medical settings may justify the costs of faculty development and retention efforts. Abstract Purpose: Faculty attrition, particularly among female and minority faculty, is a serious problem in academic medical settings.
ContextPrevious studies have suggested that minority medical school faculty are at a disadvantage in promotion opportunities compared with white faculty. ObjectiveTo compare promotion rates of minority and white medical school faculty in the United States.
ParticipantsA total of 50, full-time US medical school faculty who be Carr H-Index: Mark A. Moskowitz H-Index: 1. The authors compared the specialty choices, compensation, and career satisfaction of minority faculty with those of their majority counterparts to determine whether there were differences that might affect the recruitment and retention of minority faculty.
In , the authors mailed a self-administered survey to a stratified random sample of 3, eligible full-t Cited By Gender and racial disparities in the transplant surgery workforce. Purpose of review null This review explores trends in the United States US transplant surgery workforce with a focus on historical demographics, post-fellowship job market, and quality of life reported by transplant surgeons.
Future directions to create a transplant workforce that reflects the diversity of the US population are discussed. Harassment in Medicine: Cultural barriers to psychological safety. Siad U of T: University of Toronto. Abstract null null Psychologically safe organizational cultures are inherently inclusive and promote healthy sharing of power and knowledge. These conditions allow innovation to thrive and optimize member performance. Unfortunately, despite its evidence-based nature, medicine continues to struggle with providing safe environments for its members.
There are several cultural barriers to psychological safety that permit endemic harassment. These include having large power gradients, a weak ethical Dmitry Tumin H-Index: Moving forward: Recommendations to overcome existing structural racism. West-Livingston Wake Forest University. Abstract null null A critical need exists to address structural racism within academic and community medicine and surgery and determine methods that will serve to repair its long-standing effects and alleviate the associated negative consequences.
Because of our broad skillset and the populations we serve, vascular surgeons are uniquely positioned to identify and address the effects of structural racism in our places of work and for the populations we treat. Our goal is to discuss the effects of J Gen Intern Med.
Are we training socially responsible physicians?. Download references. You can also search for this author in PubMed Google Scholar. Correspondence to Brenda A Bucklin. BB conceived of the study, participated in the design of the study, and drafted the manuscript. MV participated in the design of the study and performed the statistical analysis. CW participated in the design and coordination of the study. ZT consulted on statistical analysis.
SL participated in the design of the study and helped draft the manuscript. All authors read and approved the final manuscript. This article is published under license to BioMed Central Ltd. Reprints and Permissions. Bucklin, B. Predictors of early faculty attrition at one Academic Medical Center. BMC Med Educ 14, 27 Download citation. Received : 17 April Accepted : 03 February Published : 10 February Anyone you share the following link with will be able to read this content:.
Sorry, a shareable link is not currently available for this article. Provided by the Springer Nature SharedIt content-sharing initiative. Skip to main content. Search all BMC articles Search. Download PDF. Abstract Background Faculty turnover threatens the research, teaching and clinical missions of medical schools. Methods This retrospective cohort study identified faculty hired during the — academic year at one school.
Conclusions In this pilot study, one-third of new faculty resigned within 3 years of hire. Background Several large studies have examined the turnover of faculty at U. Methods Setting The University of Colorado School of Medicine UCSOM is a public medical school with more than 2, full-time faculty members who are engaged in the missions of teaching, research and clinical and community service.
Survey of faculty characteristics, attitudes and experiences In approximately five years after the original date of hire , we distributed a question, web-based and anonymous survey to members of the faculty cohort after Colorado Multiple Institutional Review Board COMIRB Protocol 10—; University of Colorado Denver, Anschutz Medical Campus approval. Data analysis The rate of faculty attrition was measured over a 3-year period — Results Sample characteristics One hundred thirty-nine faculty members with doctoral degrees were hired in academic year — Table 1 Demographics of the study population faculty cohort hired in —06 at the University of Colorado School of Medicine Full size table.
Table 2 Nature of work of survey participants Full size table. Table 3 Factors associated with early faculty attrition at the University of Colorado School of Medicine Full size table. Discussion This study was conducted in a single public medical school and is one of the first to focus solely on new faculty hires. Conclusions Because substantial institutional resources are used for recruitment, and early losses may represent an even greater negative return on the institutional investment, institutions should regularly assess rates of attrition to create greater awareness and implement timely measures to reduce them.
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