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Webber S, Semia S, Nacht CL, Garcia S, Kloster H, Vellardita L, Kieren MQ, Kelly MM. Physician Work-Personal Intersection: A Scoping Review of Terms, Definitions, and Measures. ACADEMIC MEDICINE : JOURNAL OF THE ASSOCIATION OF AMERICAN MEDICAL COLLEGES 2024; 99:331-339. [PMID: 38039978 DOI: 10.1097/acm.0000000000005579] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/03/2023]
Abstract
PURPOSE A substantial body of evidence describes the multidimensional relationship between the intersection of physicians' work and personal lives and health care quality and costs, workforce sustainability, and workplace safety culture. However, there is no clear consensus on the terms, definitions, or measures used in physician work-personal intersection (WPI) research. In this scoping review, the authors aimed to describe the terms and definitions used by researchers to describe physician WPI, summarize the measurement tools used, and formulate a conceptual model of WPI that can inform future research. METHOD The authors searched PubMed, CINAHL, Scopus, and Web of Science for studies that investigated U.S. practicing physicians' WPI and measured WPI as an outcome from January 1990 to March 2022. The authors applied thematic analysis to all WPI terms, definitions, and survey questions or prompts in the included studies to create a conceptual model of physician WPI. RESULTS Ultimately, 102 studies were included in the final analysis. The most commonly used WPI terms were work-life balance, work-life integration, and work-home or work-life conflict(s). There was no consistency in the definition of any terms across studies. There was heterogeneity in the way WPI was measured, and only 8 (7.8%) studies used a validated measurement tool. The authors identified 6 key driver domains of WPI: work and personal demands; colleague and institutional support and resources; personal identity, roles, health, and values; work schedule and flexibility; partner and family support; and personal and professional strategies. CONCLUSIONS The authors found significant variability in the terms, definitions, and measures used to study physician WPI. They offer a conceptual model of the WPI construct that can be used to more consistently study physician WPI in the future. Future work should further investigate the validity of this model and generate consensus around WPI terms, definitions, and measures.
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Church HR, Brown MEL, Govender L, Clark D. Beyond the bedside: protocol for a scoping review exploring the experiences of non-practicing healthcare professionals within health professions education. Syst Rev 2023; 12:207. [PMID: 37946279 PMCID: PMC10633985 DOI: 10.1186/s13643-023-02364-5] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 06/14/2023] [Accepted: 09/29/2023] [Indexed: 11/12/2023] Open
Abstract
BACKGROUND The number of healthcare professionals leaving clinical practice and transitioning to alternative careers in health professions education is increasing. Among these non-practicing healthcare professionals, concerns have been reported regarding tensions in relation to identity, role, and credibility in their new field. There are suggestions that this is a particularly pressing issue for minoritised professionals who make this transition. Support is critical to attract and retain diverse talent within health professions education teaching and research. The purpose of this scoping review is to explore the career experiences of non-practicing healthcare professionals who work in health professions education internationally. METHODS Arksey and O'Malley's framework has been utilised to guide the design of this scoping review process and will be used throughout the course of the review. A comprehensive search of seven electronic databases and limited search of Google Scholar will be conducted, as well as a hand search of eligible article reference lists. Two reviewers will independently screen all articles based on inclusion criteria, with conflicts resolved by a third reviewer. Data from included articles will be charted, collated, and analysed thematically. Meta-data will be summarised quantitatively. DISCUSSION This scoping review aims to explore the role and experiences of non-practicing healthcare professionals working within health professions education. The review will follow established scoping review guidelines and will include studies from various regions and languages, provided an English translation is available. The study remit will be broad, including both quantitative and qualitative studies, as well as reviews and opinion papers. Limitations may include the exclusion of non-English articles and potential difficulty of identifying papers which discuss the experiences of non-practicing clinicians. However, the review will provide insight into the current knowledge on what it is like to be a non-practicing clinician working within health professions education and identify gaps for both future research, and future support for those making this career transition. SYSTEMATIC REVIEW REGISTRATION Open Science Framework Registration https://doi.org/10.17605/OSF.IO/485Z3.
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Affiliation(s)
- Helen R Church
- Faculty of Medicine and Health Sciences, University of Nottingham, Medical School, Queen's Medical Centre, Nottingham, NG7 2UH, UK.
| | | | - Lynelle Govender
- Division of Anatomical Pathology, Faculty of Health Sciences, University of Cape Town, Cape Town, South Africa
| | - Deborah Clark
- Division of Clinical Medicine, School of Medicine and Population Health, Faculty of Health, University of Sheffield, Sheffield, UK
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Webber SA, Byrne BJ, Starmer AJ, Somberg CA, Frintner MP. Examining Early Career Pediatrician Characteristics, Sacrifices, and Satisfaction. Acad Pediatr 2023; 23:587-596. [PMID: 36682450 DOI: 10.1016/j.acap.2023.01.005] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 09/09/2022] [Revised: 01/12/2023] [Accepted: 01/14/2023] [Indexed: 01/20/2023]
Abstract
OBJECTIVE Explore relationships between pediatrician characteristics, sacrifices made for career, and career and life satisfaction. METHODS Surveys of early career pediatricians (ECPs) who recently graduated residency (2016-18), as part of the AAP Pediatrician Life and Career Experience Study (PLACES) were administered in 2019. Logistic regression analyzed association of pediatrician characteristics with personal sacrifices (a lot vs some or no sacrifices) made for one's career and whether career was worth the sacrifices made to become a physician, and association of characteristics and sacrifices with overall career and life satisfaction. RESULTS Of 918 ECPs in the cohort, 90% responded to the 2019 survey. Seventy-seven percent agreed their career was worth the sacrifices and 40% reported they made a lot of personal sacrifices for their career. In multivariable analysis, female sex was associated with lower odds of viewing career as worth the sacrifices made [adjusted odds ratio [aOR] 0.45; 95% confidence interval [CI], 0.28-0.71], a higher odds of delaying starting a family [aOR 2.25; CI, 1.32-3.86] and making sacrifices in having children for career [aOR 2.60; CI, 1.48-4.58]. Those in fellowship training also reported making more sacrifices related to having children for their career [aOR 1.73; CI, 1.08-2.78]. ECPs who reported making a lot of sacrifices for their career were less likely to be satisfied with their overall career and life. CONCLUSIONS Most ECPs believe their sacrifices to become a pediatrician were worth it. Female pediatricians were less likely to feel personal sacrifices were worth it and reported more sacrifices related to having children.
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Affiliation(s)
- Sarah A Webber
- Department of Pediatrics, University of Wisconsin School of Medicine and Public Health (SA Webber), Madison, Wis.
| | - Bobbi J Byrne
- Section of Neonatal-Perinatal Medicine, Department of Pediatrics, Indiana University School of Medicine (BJ Byrne), Indianapolis, Ind
| | - Amy Jost Starmer
- Department of Pediatrics, Boston Children's Hospital and Harvard Medical School (AJ Starmer), Boston, Mass
| | - Chloe A Somberg
- Department of Research, American Academy of Pediatrics (CA Somberg and MP Frintner), Itasca, Ill
| | - Mary Pat Frintner
- Department of Research, American Academy of Pediatrics (CA Somberg and MP Frintner), Itasca, Ill
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Stupnisky RH, Larivière V, Hall NC, Omojiba O. Predicting Research Productivity in STEM Faculty: The Role of Self-determined Motivation. RESEARCH IN HIGHER EDUCATION 2022; 64:598-621. [PMID: 36213330 PMCID: PMC9528871 DOI: 10.1007/s11162-022-09718-3] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 09/02/2021] [Accepted: 08/24/2022] [Indexed: 05/14/2023]
Abstract
How are university faculty members in STEM disciplines motivated to conduct research, and how does motivation predict their success? The current study assessed how multiple types of self-determined motivation predict research productivity in a sample of 651 faculty from 10 US institutions. Using structural equation modeling, the basic psychological needs of autonomy and competence predicted autonomous motivation (enjoyment, value) that, in turn, was the strongest predictor of self-reported research productivity. Using negative binomial regression, autonomous motivation was the strongest predictor of faculty publications and citations, with a one-standard deviation increase in autonomous motivation (approximately a half response option on a 1-5 Likert scale) corresponding to an 11.63% increase in publications and a 22.57% increase in citations over a three-year period. Occupational and social-environmental background variables (e.g., research percentage on contract, career age, balance, collegiality), as well as controlled motivation (guilt, rewards), had comparatively limited predictive effects. These results are of relevance to higher education institutions aiming to support scholarly productivity in STEM faculty in identifying specific beneficial and detrimental aspects of faculty motivation that contribute to measurable gains in research activity.
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Affiliation(s)
- Robert H Stupnisky
- 213 Centennial Drive Stop 7189, Grand Forks, ND 58202 USA College of Education and Human Development, University of North Dakota
| | - Vincent Larivière
- Montreal, QC Canada School of Library and Information Science, University of Montreal
| | - Nathan C Hall
- Montreal, QC Canada Department of Educational and Counselling Psychology, McGill University
| | - Oluwamakinde Omojiba
- 213 Centennial Drive Stop 7189, Grand Forks, ND 58202 USA College of Education and Human Development, University of North Dakota
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de Boer I, Ambrosini A, Halker Singh RB, Baykan B, Buse DC, Tassoreli C, Jensen RH, Pozo-Rosich P, Terwindt GM. Perceived barriers to career progression in the headache field: A global web-based cross-sectional survey. Cephalalgia 2022; 42:1498-1509. [PMID: 36071614 DOI: 10.1177/03331024221123081] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
BACKGROUND It is well recognized that underrepresented and minoritized groups do not have the same career opportunities. However, there are limited data on the range and specifics of potential barriers that withhold people in headache medicine and science from reaching their full potential. Moreover, people from different geographical regions often perceive different challenges. We aimed to identify world-wide perceived career barriers and possibilities for promoting equality amongst professionals in the headache fields. METHODS A cross-sectional online survey was conducted among professionals in the field of headache globally. The questions of the survey were aimed at assessing perceived career barriers in four domains: professional recognition, opportunities in scientific societies, clinical practice, and salary and compensation. Perceived mentorship was also assessed. RESULTS In total 580 responders completed the survey (55.3% women). Gender was the most important perceived barrier in almost all domains. Additionally, country of birth emerged as an important barrier to participation in international scientific societies. Career barriers varied across world regions. CONCLUSION It is essential that longstanding and ongoing disparities by gender and country of origin for professionals in the headache field are globally acknowledged and addressed in areas of recruitment, retention, opportunities, mentor- and sponsorships, and advancement.
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Affiliation(s)
- Irene de Boer
- Department of Neurology, Leiden University Medical Center, Leiden, The Netherlands
| | | | | | - Betül Baykan
- Department of Neurology, Istanbul University, Istanbul Faculty of Medicine, Istanbul, Turkey
| | - Dawn C Buse
- Department of Neurology, Albert Einstein College of Medicine, Bronx NY, USA
| | - Cristina Tassoreli
- Headache Science & Neurorehabilitation Center, IRCCS Mondino Foundation, Pavia, Italy.,Department of Brain and Behavioral Sciences, University of Pavia, Pavia, Italy
| | - Rigmor H Jensen
- Department of Neurology, Danish Headache Centre, University of Copenhagen, Rigshospitalet Glostrup, Glostrup, Denmark
| | - Patricia Pozo-Rosich
- Headache Unit, Neurology Department, Vall d'Hebron University Hospital, Barcelona, Spain.,Headache and Neurological Pain Research Group, Vall d'Hebron Research Institute, Department of Medicine, Universitat Autònoma de Barcelona, Barcelona, Spain
| | - Gisela M Terwindt
- Department of Neurology, Leiden University Medical Center, Leiden, The Netherlands
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Zheng X, Yuan H, Ni C. Meta-Research: How parenthood contributes to gender gaps in academia. eLife 2022; 11:78909. [PMID: 35822694 PMCID: PMC9299837 DOI: 10.7554/elife.78909] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/24/2022] [Accepted: 07/12/2022] [Indexed: 11/21/2022] Open
Abstract
Being a parent has long been associated with gender disparities in academia. However, details of the mechanisms by which parenthood and gender influence academic career achievement and progression are not fully understood. Here, using data from a survey of 7,764 academics in North America and publication data from the Web of Science, we analyze gender differences in parenthood and academic achievements and explore the influence of work-family conflict and partner support on these gender gaps. Our results suggest that gender gaps in academic achievement are, in fact, “parenthood gender gaps.” Specifically, we found significant gender gaps in most of the measures of academic achievement (both objective and subjective) in the parent group but not in the non-parent group. Mothers are more likely than fathers to experience higher levels of work-family conflict and to receive lower levels of partner support, contributing significantly to the gender gaps in academic achievement for the parent group. We also discuss possible interventions and actions for reducing gender gaps in academia.
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Affiliation(s)
- Xiang Zheng
- University of Wisconsin-Madison, Madison, United States
| | | | - Chaoqun Ni
- University of Wisconsin-Madison, Madison, United States
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Pan Y, Aisihaer N, Li Q, Jiao Y, Ren S. Work-Family Conflict, Happiness and Organizational Citizenship Behavior Among Professional Women: A Moderated Mediation Model. Front Psychol 2022; 13:923288. [PMID: 35774962 PMCID: PMC9237458 DOI: 10.3389/fpsyg.2022.923288] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/19/2022] [Accepted: 05/10/2022] [Indexed: 11/30/2022] Open
Abstract
This study investigates the association between work-family conflict and organizational citizenship behavior and examines the mediated role of subjective happiness between and the moderated part of family support. A moderated mediation model is established based on the Conservation of Resources theory. We collected data from 386 employees of nine companies in China. This study shows that the work-family conflict of female professional employees is negatively correlated with organizational citizenship behavior, and that the relationship is mediated by subjective well-being. Furthermore, female professional employees' family support moderates the effects of work-family conflict on subjective happiness and organizational citizenship behavior, with the relationship weaker when family support is higher. This study enriches the literature on work-family conflict by using family support as a mediating mechanism for work-family conflict. It enhanced our understanding of the influencing mechanisms of organizational citizenship behavior by constructing a more detailed model.
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Affiliation(s)
- Ying Pan
- Economics and Management School, Nantong University, Nantong, China
| | - Nadilai Aisihaer
- International Business School Suzhou, Xi’an Jiaotong-Liverpool University, Suzhou, China
| | - Qinyi Li
- International Business School Suzhou, Xi’an Jiaotong-Liverpool University, Suzhou, China
| | - Yue Jiao
- College of Business Administration, Shanghai Business School, Shanghai, China
| | - Shengpei Ren
- ITO Bussiness Group, Sunyard Technology Co., Ltd, Hangzhou, China
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8
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Zhuang C, Hu X, Dill MJ. Do physicians with academic affiliation have lower burnout and higher career-related satisfaction? BMC MEDICAL EDUCATION 2022; 22:316. [PMID: 35473565 PMCID: PMC9039267 DOI: 10.1186/s12909-022-03327-5] [Citation(s) in RCA: 8] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 08/15/2021] [Accepted: 03/28/2022] [Indexed: 06/14/2023]
Abstract
BACKGROUND Physicians report increasing burnout and declining career-related satisfaction, negatively impacting physician well-being and patient care quality. For physicians with academic affiliations, these issues can directly affect future generations of physicians. Previous research on burnout and satisfaction has focused on factors like work hours, gender, race, specialty, and work setting. We seek to contribute to the literature by examining these associations while controlling for demographic, family, and work-related characteristics. Furthermore, we aim to determine any differential effects of faculty rank. METHODS We analyzed data on practicing physicians in the U.S. from the Association of American Medical College's (AAMC) 2019 National Sample Survey of Physicians (NSSP,) which includes variables adapted from the Maslach Burnout Inventory. We used ordinal logistic regressions to explore associations between academic affiliation and burnout. We conducted a factor analysis to consolidate satisfaction measures, then examined their relationship with academic affiliation using multivariate linear regressions. All regression analyses controlled for physicians' individual, family, and work characteristics. RESULTS Among respondents (n = 6,000), 40% were affiliated with academic institutions. Physicians with academic affiliations had lower odds than their non-affiliated peers for feeling emotional exhaustion every day (Odds Ratio [OR] 0.87; 95% CI: 0.79-0.96; P < .001) and reported greater career-related satisfaction (0.10-0.14, SE, 0.03, 0.02; P < .001). The odds of feeling burnt out every day were higher for associate professors, (OR 1.57; 95% CI: 1.22-2.04; P < .001) assistant professors, (OR 1.64; 95% CI: 1.28-2.11; P < .001), and instructors (OR 1.72; 95% CI, 1.29-2.29; P < .001), relative to full professors. CONCLUSIONS Our findings contribute to the literature on burnout and career satisfaction by exploring their association with academic affiliation and examining how they vary among different faculty ranks. An academic affiliation may be an essential factor in keeping physicians' burnout levels lower and career satisfaction higher. It also suggests that policies addressing physician well-being are not "one size fits all" and should consider factors such as academic affiliation, faculty rank and career stage, gender identity, the diversity of available professional opportunities, and institutional and social supports. For instance, department chairs and administrators in medical institutions could protect physicians' time for academic activities like teaching to help keep burnout lower and career satisfaction higher.
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Affiliation(s)
- Chu Zhuang
- Department of Health Policy and Management, University of Maryland, College Park, School of Public Health, Maryland, 20742, USA.
| | - Xiaochu Hu
- Association of American Medical Colleges, 655 K St. NW Suite 100, Washington DC, USA
| | - Michael J Dill
- Association of American Medical Colleges, 655 K St. NW Suite 100, Washington DC, USA
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Lee H, Burrows HL, Singer K, Brower KJ, Bradford CR, Spencley B, Owens L, Morgan HK. Operational Constraints and Gender Biases: A Qualitative Analysis of Physician Parenting Experiences. WOMEN'S HEALTH REPORTS (NEW ROCHELLE, N.Y.) 2022; 3:297-306. [PMID: 35415712 PMCID: PMC8994438 DOI: 10.1089/whr.2021.0099] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Accepted: 02/05/2022] [Indexed: 06/14/2023]
Abstract
OBJECTIVE Although parenting responsibilities are correlated with gender disparities in professional development and salary, the nature of parental challenges is not well characterized. The aims of this study were to (1) illuminate faculty physicians' experiences with parenting and (2) identify system challenges and opportunities for improvement. MATERIALS AND METHODS In October 2019, a survey about parenting was sent to all physician faculty at a large Midwest academic medical center. Qualitative analysis of free-text response to the survey item "is there anything you wish to share about your experience of pregnancy or parenting as a physician" was performed. Themes were inductively identified and developed from the responses in a team-based iterative approach. RESULTS Of 2069 total physician faculty, 1085 (52.4%) responded to the survey and 253 (23%) of the respondents provided free-text comments. From these comments, the authors identified three themes as sources of challenges for physician parents: operational constraints, gender biases, and nontraditional or nonheteronormative family structures. Operational factors pertained to lack of scheduling flexibility, childcare challenges, lactation, colleague coverage, and transparency of policies. Responses indicated that gender biases are encountered by all genders, and expectations built on assumptions of "traditional" gender roles and family structure are problematic for many physician parents. CONCLUSION Addressing the challenges and opportunities identified in the study is critical to building a more supportive institutional culture around parenting and to increase gender parity in academic medicine.
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Affiliation(s)
- Hsin Lee
- Department of Obstetrics and Gynecology, University of Michigan, Ann Arbor, Michigan, USA
| | - Heather L. Burrows
- Department of Pediatrics, University of Michigan, Ann Arbor, Michigan, USA
| | - Kanakadurga Singer
- Department of Pediatrics, University of Michigan, Ann Arbor, Michigan, USA
| | - Kirk J. Brower
- Department of Psychiatry, University of Michigan, Ann Arbor, Michigan, USA
| | - Carol R. Bradford
- Department of Otolaryngology-Head and Neck Surgery, University of Michigan, Ann Arbor, Michigan, USA
| | - Brooke Spencley
- Obstetrics and Gynecology, University of Wisconsin, Madison, Wisconsin, USA
| | - Lauren Owens
- Department of Obstetrics and Gynecology, University of Michigan, Ann Arbor, Michigan, USA
| | - Helen Kang Morgan
- Department of Obstetrics and Gynecology, University of Michigan, Ann Arbor, Michigan, USA
- Department of Learning Health Sciences, University of Michigan, Ann Arbor, Michigan, USA
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Taylor H, Balio CP, Robertson AS, Menachemi N. Work-life balance among health administration faculty before and during the COVID-19 pandemic. THE JOURNAL OF HEALTH ADMINISTRATION EDUCATION 2022; 39:127-142. [PMID: 36475090 PMCID: PMC9721113] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Subscribe] [Scholar Register] [Indexed: 12/14/2022]
Abstract
This current study examines measures of work-life balance among health administration faculty prior to and during the COVID-19 pandemic. A repeated cross-sectional design is used to analyze data collected from a national survey in 2018 and 2021. Changes in six different outcome measures of work-life balance were examined using multivariable logistic regression, controlling for health administration faculty characteristics. Compared to 2018 respondents, faculty respondents in 2021 were more likely to report that family and personal matters were interfering with their ability to do their job (OR = 1.93, p=0.001). Females more frequently reported that their career had suffered because of personal issues/obligations (OR = 1.82, p=0.003) but were less likely to report having enough time to get their teaching (OR = 0.68, p=0.026). Respondents with children 18 years or younger reported higher rates of regularly having to miss a meeting or event at home (OR = 1.88, p<0.001) and an event at work (OR = 3.74, p<0.001). These faculty also more frequently reported that family or personal matters were interfering with their ability to do their job (OR = 3.04, p<0.001) and that their career suffered because of personal issues/obligations (OR = 2.09, p=0.001). Given the implications of work-life conflicts to organizational outcomes, academic leaders and university decision-makers should consider adopting strategies to mitigate the effects of these disruptions to the work-life equilibrium of academics.
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Affiliation(s)
- Heather Taylor
- Department of Health Policy and Management, Indiana University, Fairbanks School of Public Health, 1050 Wishard Blvd, Indianapolis IN 46202
| | - Casey P. Balio
- East Tennessee State University College of Public Health, Center for Rural Health Research, Department of Health Services Management and Policy
| | | | - Nir Menachemi
- Fairbanks Endowed Chair and Professor of Health Policy and Management, Indiana University, Fairbanks School of Public Health, Scientist, Regenstrief Institute, Inc
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Dimitriades VR, Freeman AF, Henrickson SE, Abraham RS. Supporting Careers of Women in Clinical Immunology: From Conceptualization to Implementation. Front Pediatr 2022; 10:864734. [PMID: 35425731 PMCID: PMC9002117 DOI: 10.3389/fped.2022.864734] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 01/28/2022] [Accepted: 03/07/2022] [Indexed: 11/13/2022] Open
Affiliation(s)
- Victoria R Dimitriades
- Division of Pediatric Allergy, Immunology and Rheumatology, Department of Pediatrics, University of California Davis Health, Sacramento, Sacramento, CA, United States
| | - Alexandra F Freeman
- Laboratory of Clinical Immunology and Microbiology, National Institute of Allergy and Infectious Diseases, National Institutes of Health, Bethesda, MD, United States
| | - Sarah E Henrickson
- Division of Allergy and Immunology, Children's Hospital of Philadelphia, Department of Pediatrics, Perelman School of Medicine, University of Pennsylvania, Philadelphia, PA, United States
| | - Roshini S Abraham
- Department of Pathology and Laboratory Medicine, Nationwide Children's Hospital, Columbus, OH, United States
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Lipscomb MF, Bailey DN, Howell LP, Johnson R, Joste N, Leonard DGB, Markwood P, Pinn VW, Powell D, Thornburg M, Zander DS. Women in Academic Pathology: Pathways to Department Chair. Acad Pathol 2021; 8:23742895211010322. [PMID: 35155746 PMCID: PMC8819823 DOI: 10.1177/23742895211010322] [Citation(s) in RCA: 9] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/01/2021] [Revised: 03/11/2021] [Accepted: 03/16/2021] [Indexed: 11/25/2022] Open
Abstract
The Association of Pathology Chairs, an organization of American and Canadian
academic pathology departments, has a record percent of women department chairs
in its ranks (31%), although still not representative of the percent of women
pathology faculty (43%). These women chairs were surveyed to determine what had
impeded and what had facilitated their academic advancement before becoming
chairs. The 2 most frequently identified impediments to their career advancement
were heavy clinical loads and the lack of time, training, and/or funding to
pursue research. Related to the second impediment, only one respondent became
chair of a department which was in a top 25 National Institutes of
Health–sponsored research medical school. Eighty-nine percent of respondents
said that they had experienced gender bias during their careers in pathology,
and 31% identified gender bias as an important impediment to advancement. The
top facilitator of career advancement before becoming chairs was a supportive
family. Strikingly, 98% of respondents have a spouse or partner, 75% have
children, and 38% had children younger than 18 when becoming chairs. Additional
top facilitators were opportunities to attend national meetings and
opportunities to participate in leadership. Previous leadership experiences
included directing a clinical service, a residency training program, and/or a
medical student education program. These results suggest important ways to
increase the success of women in academic pathology and increasing the percent
of women department chairs, including supporting a family life and providing
time, encouragement and resources for research, attending national meetings, and
taking on departmental leadership positions.
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Affiliation(s)
- Mary F. Lipscomb
- Department of Pathology, University of New Mexico, Albuquerque, NM, USA
| | - David N. Bailey
- Department of Pathology, University of California, San Diego, La Jolla, CA, USA
| | - Lydia P. Howell
- Department of Pathology, University of California, Davis, Sacramento, CA, USA
| | | | - Nancy Joste
- Department of Pathology, University of New Mexico, Albuquerque, NM, USA
| | - Debra G. B. Leonard
- Department of Pathology and Laboratory Medicine, Robert Larner, MD College of Medicine at the University of Vermont, Burlington, VT, USA
| | | | - Vivian W. Pinn
- National Institutes of Health (retired), Washington, DC, USA
| | - Deborah Powell
- Department of Laboratory Medicine and Pathology, University of Minnesota, Minneapolis, MN, USA
| | | | - Dani S. Zander
- Department of Pathology, University of Cincinnati, OH, USA
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Lee RS, Son Hing LS, Gnanakumaran V, Weiss SK, Lero DS, Hausdorf PA, Daneman D. INSPIRED but Tired: How Medical Faculty's Job Demands and Resources Lead to Engagement, Work-Life Conflict, and Burnout. Front Psychol 2021; 12:609639. [PMID: 33643137 PMCID: PMC7902718 DOI: 10.3389/fpsyg.2021.609639] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/23/2020] [Accepted: 01/18/2021] [Indexed: 11/25/2022] Open
Abstract
Background Past research shows that physicians experience high ill-being (i.e., work-life conflict, stress, burnout) but also high well-being (i.e., job satisfaction, engagement). Objective To shed light on how medical faculty’s experiences of their job demands and job resources might differentially affect their ill-being and their well-being with special attention to the role that the work-life interface plays in these processes. Methods Qualitative thematic analysis was used to analyze interviews from 30 medical faculty (19 women, 11 men, average tenure 13.36 years) at a top research hospital in Canada. Findings Medical faculty’s experiences of work-life conflict were severe. Faculty’s job demands had coalescing (i.e., interactive) effects on their stress, work-life conflict, and exhaustion. Although supportive job resources (e.g., coworker support) helped to mitigate the negative effects of job demands, stimulating job resources (e.g., challenging work) contributed to greater work-life conflict, stress, and exhaustion. Thus, for these medical faculty job resources play a dual-role for work-life conflict. Moreover, although faculty experienced high emotional exhaustion, they did not experience the other components of burnout (i.e., reduced self-efficacy, and depersonalization). Some faculty engaged in cognitive reappraisal strategies to mitigate their experiences of work-life conflict and its harmful consequences. Conclusion This study suggests that the precise nature and effects of job demands and job resources may be more complex than current research suggests. Hospital leadership should work to lessen unnecessary job demands, increase supportive job resources, recognize all aspects of job performance, and, given faculty’s high levels of work engagement, encourage a climate that fosters work-life balance.
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Affiliation(s)
- Rebecca S Lee
- Department of Psychology, University of Guelph, Guelph, ON, Canada
| | | | | | - Shelly K Weiss
- Department of Paediatrics, University of Toronto, Toronto, ON, Canada
| | - Donna S Lero
- Department of Family Relations and Applied Nutrition, University of Guelph, Guelph, ON, Canada
| | - Peter A Hausdorf
- Department of Psychology, University of Guelph, Guelph, ON, Canada
| | - Denis Daneman
- Department of Paediatrics, University of Toronto, Toronto, ON, Canada
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Houchens N, Quinn M, Harrod M, Cronin DT, Hartley S, Saint S. Strategies of Female Teaching Attending Physicians to Navigate Gender-Based Challenges: An Exploratory Qualitative Study. J Hosp Med 2020; 15:454-460. [PMID: 32804607 PMCID: PMC7518132 DOI: 10.12788/jhm.3471] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 12/20/2019] [Accepted: 05/16/2020] [Indexed: 11/20/2022]
Abstract
BACKGROUND Women in medicine experience discrimination, hostility, and unconscious bias frequently and with deleterious effects. While these gender-based challenges are well described, strategies to navigate and respond to them are less understood. OBJECTIVE To explore the lived experiences of female teaching attending physicians emphasizing strategies they use to mitigate gender-based challenges in clinical environments. DESIGN Multisite exploratory, qualitative study. SETTING Inpatient general medicine teaching rounds in six geographically diverse US academic hospitals between April and August 2018. PARTICIPANTS With use of a modified snowball sampling approach, female attendings and their learners were identified; six female attendings and their current (n = 24) and former (n = 17) learners agreed to participate. MEASUREMENTS Perceptions of gender-based challenges in clinical teaching environments and strategies with which to respond to these challenges were evaluated through semistructured in-depth interviews, focus group discussions, and direct observations of rounds. Observations were documented using handwritten field notes. Interviews and focus groups were audio recorded and transcribed. All transcripts and field note data were analyzed using a content analysis approach. MAIN OUTCOMES Attending experience levels ranged from 8 to 20 years (mean, 15.3 years). Attendings were diverse in terms of race/ethnicity. Strategic approaches to gender-based challenges clustered around three themes: female attendings (1) actively position themselves as physician team leaders, (2) consciously work to manage gender-based stereotypes and perceptions, and (3) intentionally identify and embrace their unique qualities. CONCLUSION Female attendings manage their roles as women in medicine through specific strategies to both navigate complex gender dynamics and role model approaches for learners.
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Affiliation(s)
- Nathan Houchens
- Medicine Service, Veterans Affairs Ann Arbor Healthcare System, Ann Arbor, Michigan
- Department of Internal Medicine, University of Michigan Medical School, Ann Arbor, Michigan
- Corresponding Author: Nathan Houchens, MD; ; Telephone: 734-845-5922; Twitter: @nate_houchens
| | - Martha Quinn
- School of Public Health, University of Michigan, Ann Arbor, Michigan
| | - Molly Harrod
- VA Center for Clinical Management Research, Veterans Affairs Ann Arbor Healthcare System, Ann Arbor, Michigan
| | - Daniel T Cronin
- Medicine Service, Veterans Affairs Ann Arbor Healthcare System, Ann Arbor, Michigan
- Department of Internal Medicine, University of Michigan Medical School, Ann Arbor, Michigan
| | - Sarah Hartley
- Medicine Service, Veterans Affairs Ann Arbor Healthcare System, Ann Arbor, Michigan
- Department of Internal Medicine, University of Michigan Medical School, Ann Arbor, Michigan
| | - Sanjay Saint
- Medicine Service, Veterans Affairs Ann Arbor Healthcare System, Ann Arbor, Michigan
- Department of Internal Medicine, University of Michigan Medical School, Ann Arbor, Michigan
- VA Center for Clinical Management Research, Veterans Affairs Ann Arbor Healthcare System, Ann Arbor, Michigan
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15
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Wang L, Wang H, Shao S, Jia G, Xiang J. Job Burnout on Subjective Well-Being Among Chinese Female Doctors: The Moderating Role of Perceived Social Support. Front Psychol 2020; 11:435. [PMID: 32296364 PMCID: PMC7138424 DOI: 10.3389/fpsyg.2020.00435] [Citation(s) in RCA: 14] [Impact Index Per Article: 3.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/27/2019] [Accepted: 02/25/2020] [Indexed: 11/17/2022] Open
Abstract
All doctors face challenges and pressures that can lead to job burnout. The dual pressures of work and family make female doctors less happy and more likely to experience burnout, but few studies have focused on female doctors. In this study we explore the influence of job burnout on female clinical doctors' subjective wellbeing and the moderating role of perceived social support. A casual comparative study design was used for this research. Three self-reporting scales (Maslach Burnout Inventory, Perceived Social Support Scale and Subjective Wellbeing Scale) were distributed to participants, who were selected through random sampling. Participants consisted of 120 female and 120 male doctors from a hospital of Yantai City. Female doctors scored significantly higher than male doctors in the emotional exhaustion dimension (p < 0.01), and female doctors' subjective wellbeing was lower than that of male doctors (p < 0.01). The three dimensions of job burnout and subjective wellbeing exhibited significant negative correlations, and a positive relationship was found between perceived social support and subjective wellbeing in female doctors (p < 0.01). Perceived social support, especially from family, played a moderating role between emotional exhaustion and subjective wellbeing, and the moderating effect was significant (p < 0.01). A significant difference was observed between male and female doctors; female doctors experienced more emotional exhaustion and lower subjective wellbeing than male doctors. Improving perceived social support could reduce burnout and enhance subjective wellbeing.
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Affiliation(s)
- Liping Wang
- Department of Education Science, Ludong University, Yantai, China
- Department of Applied Psychology, Binzhou Medical University, Yantai, China
| | - Huiping Wang
- Department of Education Science, Ludong University, Yantai, China
| | - Shuhong Shao
- Department of Applied Psychology, Binzhou Medical University, Yantai, China
| | - Gaizhen Jia
- Department of Applied Psychology, Binzhou Medical University, Yantai, China
| | - Jing Xiang
- Department of Applied Psychology, Binzhou Medical University, Yantai, China
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16
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The role of mentors in addressing issues of work-life integration in an academic research environment. J Clin Transl Sci 2019; 3:302-307. [PMID: 31827903 PMCID: PMC6886003 DOI: 10.1017/cts.2019.408] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/17/2019] [Revised: 08/19/2019] [Accepted: 08/24/2019] [Indexed: 11/25/2022] Open
Abstract
Introduction: There is growing evidence for both the need to manage work–life conflict and the opportunity for mentors to advise their mentees on how to do this in an academic research environment. Methods: A multiphase approach was used to develop and implement an evidence-informed training module to help mentors guide their mentees in issues of work–life conflict. Analysis of existing data from a randomized controlled trial (RCT) of a mentor training curriculum (n = 283 mentor/mentee dyads) informed the development of a work–life mentoring module which was incorporated into an established research mentor training curriculum and evaluated by faculty at a single academic medical center. Results: Only 39% of mentors and 36% of mentees in the RCT indicated high satisfaction with the balance between their personal and professional lives. The majority (75%) of mentors and mentees were sharing personal information as part of the mentoring relationship which was significantly associated with mentees’ ratings of the balance between their personal and professional lives. The effectiveness of the work–life module was assessed by 60 faculty mentors participating in a mentor training program at an academic medical center from 2013 to 2017. Among the respondents to the post-training survey, 82.5% indicated they were very/somewhat comfortable addressing work–life issues with their mentees as a result of the training, with significant improvements (p = 0.001) in self-assessments of mentoring skill in this domain. Conclusions: Our findings indicate that a structured training approach can significantly improve mentors’ self-reported skills in addressing work–life issues with their mentees.
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17
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Colopy SA, Buhr KA, Bruckner K, Morello SL. The intersection of personal and professional lives for male and female diplomates of the American College of Veterinary Surgeons in 2015. J Am Vet Med Assoc 2019; 255:1283-1290. [PMID: 31730430 PMCID: PMC8077237 DOI: 10.2460/javma.255.11.1283] [Citation(s) in RCA: 10] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/20/2022]
Abstract
OBJECTIVE To characterize objective and subjective elements of the personal lives of American College of Veterinary Surgeons (ACVS) diplomates and identify elements of personal life associated with professional life or career success. SAMPLE 836 ACVS diplomates. PROCEDURES An 81-item questionnaire was sent to 1,450 diplomates in 2015 via email and conducted by means of an online platform. Responses were analyzed to summarize trends and identify associations among selected variables. RESULTS Men were more likely than women to be married or in a domestic partnership (88% vs 68%, respectively) and to have children (77% vs 47%). Among women but not men, respondents in large animal practice were less likely than were those in small animal practice to be represented in these categories. Women had children later in their career than did men and indicated that their stage of training played an important role in family planning. Respondents with children worked significantly fewer hours than did those without children, with a greater reduction in hours for women versus men (6.0 vs 3.1 hours, respectively). Women were more likely to require external childcare services than were men. Women were more likely to report that having children had negatively impacted their professional lives. No negative associations between measures of professional success (eg, advancement or personal income) and parenthood were identified. CONCLUSIONS AND CLINICAL RELEVANCE Family demographics differed between male and female ACVS diplomates, yet no objective impact on career success was identified. Work-life balance may play an important role in recruitment, retention, and job satisfaction of veterinary surgeons.
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18
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Addressing Gender Inequality in Our Disciplines: Report from the Association of Pulmonary, Critical Care, and Sleep Division Chiefs. Ann Am Thorac Soc 2019; 15:1382-1390. [PMID: 30153425 DOI: 10.1513/annalsats.201804-252ar] [Citation(s) in RCA: 14] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/20/2022] Open
Abstract
Despite the increasing proportion of women in U.S. medical schools, there are relatively few women in leadership positions, and a number of recent publications have highlighted many factors that could contribute to gender inequity and inequality in medicine. The Association of Pulmonary, Critical Care, and Sleep Division Directors, an organization of Division Directors from across the United States, convened a workshop to review data and obtain input from leaders on the state of gender equity in our field. The workshop identified a number of factors that could contribute to gender inequality and inequity: gender climate (including implicit and perceived biases); disproportionate family responsibilities; lack of women in leadership positions; poor retention of women; and lack of gender equality in compensation. The panel members developed a roadmap of concrete recommendations for societies, leaders, and individuals that should promote gender equity to achieve gender equality and improve retention of women in the field of pulmonary, critical care, and sleep medicine.
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19
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Felder TM, Braun KL, Wigfall L, Sevoyan M, Vyas S, Khan S, Brandt HM, Rogers C, Tanjasiri S, Armstead CA, Hébert JR. Mentoring, Training, and Scholarly Productivity Experiences of Cancer-Related Health Disparities Research Trainees: Do Outcomes Differ for Underrepresented Scientists? JOURNAL OF CANCER EDUCATION : THE OFFICIAL JOURNAL OF THE AMERICAN ASSOCIATION FOR CANCER EDUCATION 2019; 34:446-454. [PMID: 29430610 PMCID: PMC6087686 DOI: 10.1007/s13187-018-1322-z] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/08/2023]
Abstract
The study aims to explore variation in scholarly productivity outcomes by underrepresented status among a diverse sample of researchers in a community-engaged training program. We identified 141 trainees from a web-based survey of researchers in the National Cancer Institute-funded, Community Networks Program Centers (CNPCs) (2011-2016). We conducted a series of multiple logistic regression models to estimate the effect of National Institutes of Health (NIH)-defined underrepresented status on four, self-reported, scholarly productivity outcomes in the previous 5 years: number of publications (first-authored and total) and funded grants (NIH and any agency). Sixty-five percent (n = 92) indicated NIH underrepresented status. In final adjusted models, non-NIH underrepresented (vs. underrepresented) trainees reported an increased odds of having more than the median number of total publications (> 9) (OR = 3.14, 95% CI 1.21-8.65) and any grant funding (OR = 5.10, 95% CI 1.77-14.65). Reporting ≥ 1 mentors (vs. none) was also positively associated (p < 0.05) with these outcomes. The CNPC underrepresented trainees had similar success in first-authored publications and NIH funding as non-underrepresented trainees, but not total publications and grants. Examining trainees' mentoring experiences over time in relation to scholarly productivity outcomes is needed.
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Affiliation(s)
- Tisha M Felder
- South Carolina Cancer Disparities Community Network, University of South Carolina, Columbia, SC, USA.
- College of Nursing, University of South Carolina, Columbia, SC, USA.
- Cancer Prevention and Control Program, Arnold School of Public Health, University of South Carolina, Columbia, SC, USA.
| | - Kathryn L Braun
- 'Imi Hale-Native Hawaiian Cancer Network, Papa Ola Lokahi, Honolulu, HI, USA
- Office of Public Health Studies, University of Hawaii, Honolulu, HI, USA
| | - Lisa Wigfall
- College of Education and Human Development, Department of Health and Kinesiology, Division of Health Education, Texas A&M University, College Station, TX, USA
| | - Maria Sevoyan
- Cancer Prevention and Control Program, Arnold School of Public Health, University of South Carolina, Columbia, SC, USA
- Department of Epidemiology and Biostatistics, Arnold School of Public Health, University of South Carolina, Columbia, SC, USA
| | - Shraddha Vyas
- Cancer Prevention and Control Program, Arnold School of Public Health, University of South Carolina, Columbia, SC, USA
- Department of Epidemiology and Biostatistics, Arnold School of Public Health, University of South Carolina, Columbia, SC, USA
| | - Samira Khan
- Cancer Prevention and Control Program, Arnold School of Public Health, University of South Carolina, Columbia, SC, USA
| | - Heather M Brandt
- South Carolina Cancer Disparities Community Network, University of South Carolina, Columbia, SC, USA
- Cancer Prevention and Control Program, Arnold School of Public Health, University of South Carolina, Columbia, SC, USA
- Department of Health Promotion, Education, and Behavior, Arnold School of Public Health, University of South Carolina, Columbia, SC, USA
| | - Charles Rogers
- Minnesota Community Networks Center for Eliminating Cancer Disparities, Minneapolis, MN, USA
- University of Minnesota Medical School, Minneapolis, MN, USA
| | - Sora Tanjasiri
- WINCART: Weaving an Islander Network for Cancer Awareness, Research and Training, Columbia, SC, USA
- Department of Health Science, California State University-Fullerton, Fullerton, CA, USA
| | - Cheryl A Armstead
- South Carolina Cancer Disparities Community Network, University of South Carolina, Columbia, SC, USA
- Cancer Prevention and Control Program, Arnold School of Public Health, University of South Carolina, Columbia, SC, USA
- Department of Psychology, University of South Carolina, Columbia, SC, USA
| | - James R Hébert
- South Carolina Cancer Disparities Community Network, University of South Carolina, Columbia, SC, USA
- Cancer Prevention and Control Program, Arnold School of Public Health, University of South Carolina, Columbia, SC, USA
- Department of Epidemiology and Biostatistics, Arnold School of Public Health, University of South Carolina, Columbia, SC, USA
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20
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Winkel AF. Every doctor needs a wife: An old adage worth reexamining. PERSPECTIVES ON MEDICAL EDUCATION 2019; 8:101-106. [PMID: 30915716 PMCID: PMC6468027 DOI: 10.1007/s40037-019-0502-9] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/09/2023]
Abstract
Half of medical school graduates are women, but female doctors experience significant professional tensions. Low numbers of women in leadership roles, high burnout and attrition, and continued harassment suggest a culture that undermines the contributions of women. This manuscript explores research from sociology, business and medicine through a personal lens. Understanding the way gender influences the complex state of women in medicine suggests changes are needed in the architecture of the modern medical workforce. Individuals, mentors and organizations can make changes that would improve the way that the working environment cultivates a diverse workforce to reach its full potential.
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21
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Moore LR, Ziegler C, Hessler A, Singhal D, LaFaver K. Burnout and Career Satisfaction in Women Neurologists in the United States. J Womens Health (Larchmt) 2019; 28:515-525. [DOI: 10.1089/jwh.2017.6888] [Citation(s) in RCA: 23] [Impact Index Per Article: 4.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/12/2022] Open
Affiliation(s)
- Lauren R. Moore
- University of Louisville School of Medicine, Louisville, Kentucky
| | - Craig Ziegler
- Office of Medical Education, University of Louisville, Louisville, Kentucky
| | - Amy Hessler
- Department of Neurology, University of Kentucky, Lexington, Kentucky
| | - Divya Singhal
- Department of Neurology, University of Oklahoma, Oklahoma City, Oklahoma
| | - Kathrin LaFaver
- Department of Neurology, University of Louisville, Louisville, Kentucky
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22
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Carr PL, Helitzer D, Freund K, Westring A, McGee R, Campbell PB, Wood CV, Villablanca A. A Summary Report from the Research Partnership on Women in Science Careers. J Gen Intern Med 2019; 34:356-362. [PMID: 30003480 PMCID: PMC6420545 DOI: 10.1007/s11606-018-4547-y] [Citation(s) in RCA: 34] [Impact Index Per Article: 6.8] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 01/10/2018] [Revised: 05/15/2018] [Accepted: 06/18/2018] [Indexed: 10/28/2022]
Abstract
BACKGROUND In response to the landmark report "Beyond Bias and Barriers: Fulfilling the Potential of Women in Academic Science and Engineering," the NIH Office of Research on Women's Health issued a request for applications that funded 14 R01 grants to investigate causal factors to career success for women in STEM. Following completion of the 4-year grants, the grant PIs formed a grassroots collaborative, the Research Partnership on Women in Science Careers. OBJECTIVE To summarize the work of the Research Partnership, which resulted in over 100 publications. METHODS We developed six themes to organize the publications, with a "Best Practices" for each theme at the end of each section: Barriers to Career Advancement; Mentoring, Coaching, and Sponsorship; Career Flexibility and Work-Life Balance; Pathways to Leadership; Compensation Equity; and Advocating for Change and Stakeholder Engagement. RESULTS Women still contend with sexual harassment, stereotype threat, a disproportionate burden of family responsibilities, a lack of parity in compensation and resource allocation, and implicit bias. Strategies to address these barriers using the Bronfenbrenner ecological model at the individual, interpersonal, institutional, academic community, and policy levels include effective mentoring and coaching, having a strong publication record, addressing prescriptive gender norms, positive counter-stereotype imaging, career development training, networking, and external career programs such as the AAMC Early and Mid-Career Programs and Executive Leadership in Academic Medicine (ELAM). CONCLUSIONS Cultural transformation is needed to address the barriers to career advancement for women. Implementing the best practices noted of the work of the Research Partnership can help to achieve this goal.
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Affiliation(s)
- Phyllis L Carr
- Massachusetts General Hospital, Harvard Medical School, Boston, MA, USA.
| | | | - Karen Freund
- Tufts University School of Medicine, Boston, MA, USA
| | - Alyssa Westring
- Driehaus College of Business, DePaul University, Chicago, IL, USA
| | - Richard McGee
- Northwestern University Feinberg School of Medicine, Chicago, IL, USA
| | | | - Christine V Wood
- Northwestern University Feinberg School of Medicine, Chicago, IL, USA
| | - Amparo Villablanca
- Women's Cardiovascular Medicine, Davis School of Medicine, University of California, Berkeley, CA, USA
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23
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Kikuchi H, Kuwahara K, Kiyohara K, Villalonga-Olives E, Brewer N, Aman-Oloniyo A, Aggarwal P, Restrepo-Méndez MC, Hara A, Kakizaki M, Akiyama Y, Onishi K, Kurotani K, Haseda M, Amagasa S, Oze I. Perceived Barriers to Career Progression Among Early-Career Epidemiologists: Report of a Workshop at the 22nd World Congress of Epidemiology. J Epidemiol 2019; 29:38-41. [PMID: 30298864 PMCID: PMC6290272 DOI: 10.2188/jea.je20180184] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.6] [Reference Citation Analysis] [MESH Headings] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/12/2018] [Accepted: 09/14/2018] [Indexed: 11/18/2022] Open
Affiliation(s)
- Hiroyuki Kikuchi
- Japan Young Epidemiologists Network, Tokyo, Japan
- Department of Preventive Medicine and Public Health, Tokyo Medical University, Tokyo, Japan
| | - Keisuke Kuwahara
- Japan Young Epidemiologists Network, Tokyo, Japan
- Teikyo University, Graduate School of Public Health, Tokyo, Japan
| | - Kosuke Kiyohara
- Japan Young Epidemiologists Network, Tokyo, Japan
- Otsuma Women’s University, Tokyo, Japan
- Tokyo Women’s Medical University, Tokyo, Japan
| | - Ester Villalonga-Olives
- Early Career Epidemiologists Committee, International Epidemiological Association, Raleigh, NC, USA
- University of Maryland, Baltimore, MD, USA
- Harvard T.H. Chan School of Public Health, Boston, MA, USA
| | - Naomi Brewer
- Early Career Epidemiologists Committee, International Epidemiological Association, Raleigh, NC, USA
- University of Otago, Wellington, New Zealand
- Massey University, Wellington, New Zealand
| | - Abimbola Aman-Oloniyo
- Early Career Epidemiologists Committee, International Epidemiological Association, Raleigh, NC, USA
- Epidemiological Society of Nigeria, Abuja, Nigeria
| | - Pradeep Aggarwal
- Early Career Epidemiologists Committee, International Epidemiological Association, Raleigh, NC, USA
- Swami Rama Himalayan University, Dehradun, Uttarakhand, India
| | - María Clara Restrepo-Méndez
- Early Career Epidemiologists Committee, International Epidemiological Association, Raleigh, NC, USA
- MRC Integrative Epidemiology Unit, Population Health Sciences, University of Bristol, Bristol, UK
| | - Azusa Hara
- Japan Young Epidemiologists Network, Tokyo, Japan
- Showa Pharmaceutical University, Tokyo, Japan
| | - Masako Kakizaki
- Japan Young Epidemiologists Network, Tokyo, Japan
- Department of Public Health, School of Medicine, Fujita Health University, Aichi, Japan
| | - Yuka Akiyama
- Japan Young Epidemiologists Network, Tokyo, Japan
- University of Yamanashi, Yamanashi, Japan
| | - Kazunari Onishi
- Japan Young Epidemiologists Network, Tokyo, Japan
- University of Yamanashi, Yamanashi, Japan
- St.Luke’s International University, Tokyo, Japan
| | - Kayo Kurotani
- Japan Young Epidemiologists Network, Tokyo, Japan
- National Institutes of Biomedical Innovation, Health and Nutrition, Tokyo, Japan
| | - Maho Haseda
- Japan Young Epidemiologists Network, Tokyo, Japan
- The University of Tokyo, Tokyo, Japan
| | - Shiho Amagasa
- Japan Young Epidemiologists Network, Tokyo, Japan
- Department of Preventive Medicine and Public Health, Tokyo Medical University, Tokyo, Japan
| | - Isao Oze
- Japan Young Epidemiologists Network, Tokyo, Japan
- Aichi Cancer Center Research Institute, Aichi, Japan
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Ip EJ, Lindfelt TA, Tran AL, Do AP, Barnett MJ. Differences in Career Satisfaction, Work-life Balance, and Stress by Gender in a National Survey of Pharmacy Faculty. J Pharm Pract 2018; 33:415-419. [PMID: 30518289 DOI: 10.1177/0897190018815042] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
INTRODUCTION The percentage of women pharmacy students and pharmacy faculty has greatly increased over the last 40 years. However, it is not known whether gender differences exist in terms of career satisfaction, work-life balance, and stress in the pharmacy academia workplace. METHODS Results from a national web-based survey administered to American Association of Colleges of Pharmacy (AACP) members were utilized. Bivariate analyses were conducted to compare differences among faculty according to gender (men vs women). A series of multivariate models controlling for demographic and other faculty and school-level factors were created to explore the impact of gender on satisfaction with current position, satisfaction with work-life balance, and perceived stress. RESULTS Among the 802 survey respondents, 457 (57.0%) women were more likely to be younger, hold a lower academic rank, and be in a pharmacy practice department, relative to 345 (43.0%) men. In adjusted results, men pharmacy faculty were more likely to report being extremely satisfied with their current job, more likely to report being extremely satisfied with their work-life balance, and score lower on a standardized stress measure relative to women. CONCLUSION While primarily descriptive, the results suggest women pharmacy faculty in the United States are less satisfied with their current academic position, less satisfied with their current work-life balance, and have higher stress levels compared to men even after controlling for age, academic rank, and department (along with other factors). Further research is needed to explore and address causes of the observed gender-related differences among pharmacy faculty.
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Affiliation(s)
- Eric J Ip
- College of Pharmacy, Touro University California, Vallejo, CA, USA
| | | | - Annie L Tran
- College of Pharmacy, Touro University California, Vallejo, CA, USA
| | - Amanda P Do
- College of Pharmacy, Touro University California, Vallejo, CA, USA
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Hartmann KE, Sundermann AC, Helton R, Bird H, Wood A. The Scope of Extraprofessional Caregiving Challenges Among Early Career Faculty: Findings From a University Medical Center. ACADEMIC MEDICINE : JOURNAL OF THE ASSOCIATION OF AMERICAN MEDICAL COLLEGES 2018; 93:1707-1712. [PMID: 29596083 PMCID: PMC6211778 DOI: 10.1097/acm.0000000000002229] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Indexed: 06/08/2023]
Abstract
PURPOSE Academic scientists work in competitive environments, and many institutions invest in career development supports. These investments may be imperiled when extraprofessional demands challenge a faculty member's reserve capacity. This research assessed prevalence of caregiving challenges and estimated incidence of stressful life events. METHOD In 2015-2016, the authors surveyed recipients of career development awards supporting ≥ 75% effort and individuals within the funding period of their first National Institutes of Health R01 or equivalent at Vanderbilt University Medical Center. Domains included family structure, hospitalizations of family members, responsibility for coordination of caregiving, and an inventory of stressful life events. RESULTS Seventy-two percent (152 of 210) of early career researchers responded. Over half endorsed experiencing one or more substantial caregiving challenges in the prior year. This included 35 (23%) having a child or adult in the household hospitalized in the prior year and 36 (24%) being responsible for health care needs for a child or adult in the household, or for coordinating elder care, assisted living, or hospice care. The majority experienced one or more caregiving challenges. Stressful life events increased relative risk of "thinking about leaving academics" by 70% (risk ratio: 1.7; 95% confidence interval: 1.2, 2.4). Prevalence and incidence of caregiving demands did not differ by gender. CONCLUSIONS Leaders, administrators, mentors, and faculty should anticipate that most women and men early career researchers will experience substantial caregiving challenges and life events in any given year. Sufficient need exists to warrant investigation of institutional programs to address caregiving challenges.
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Affiliation(s)
- Katherine E. Hartmann
- K.E. Hartmann is associate dean, Office of Clinical Translational Scientist Development, and professor of obstetrics & gynecology and medicine, Vanderbilt University School of Medicine, Nashville, Tennessee; ORCID: https://orcid.org/0000-0002-1465-9653
| | - Alexandra C. Sundermann
- A.C. Sundermann is an MD/PhD candidate, Vanderbilt University School of Medicine, Nashville, Tennessee; ORCID: https://orcid.org/0000-0002-6790-5539
| | - Rebecca Helton
- R. Helton is program manager, Office of Clinical Translational Scientist Development, Vanderbilt University School of Medicine, Nashville, Tennessee; ORCID: https://orcid.org/0000-0002-6775-3782
| | - Helen Bird
- H. Bird is program manager, Partnership in Actively Retaining Talented Early-career Researchers in Science Program (PARTNERS), Vanderbilt University School of Medicine, Nashville, Tennessee; ORCID: https://orcid.org/0000-0001-8899-0341
| | - Ashley Wood
- A. Wood is manager of faculty development programs, Office of Faculty Affairs, Vanderbilt University School of Medicine, Nashville, Tennessee; ORCID: https://orcid.org/0000-0003-2472-1921
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Hilliard ME, Brosig C, Williams AAA, Valenzuela J, Kaugars A, Robins PM, Christidis P, Stamm KE, Wysocki T. Pediatric Psychologists' Career Satisfaction: 2015 Society of Pediatric Psychology Workforce Survey Results. ACTA ACUST UNITED AC 2018; 48:461-468. [PMID: 29449760 DOI: 10.1037/pro0000164] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/08/2022]
Abstract
Little is known about the career satisfaction of pediatric psychologists, who specialize in psychological research, teaching, and clinical service in the context of pediatric healthcare. As part of the larger Society of Pediatric Psychology Workforce Survey and in collaboration with the American Psychological Association Center for Workforce Studies, this study aimed to: (1) describe the career domains which pediatric psychologists perceive to be important and their satisfaction in each domain, and (2) compare satisfaction of pediatric psychologists across work settings, number of positions, appointment duration, professional roles, career stage, academic rank, and gender. Responses from 336 pediatric psychologists demonstrated high career satisfaction. Domains of career satisfaction that received mean scores indicating high importance include balance of work and personal lives, peer/collegial support, and flexibility and choice in the workplace, but on average respondents reported being only somewhat satisfied in these domains. Total satisfaction scores were significantly higher among pediatric psychologists in 9-10 month appointments, primarily research careers, and at higher academic ranks, but scores were similar across employment settings and genders. To enhance career satisfaction and retention, pediatric psychologists may seek additional mentorship or explore new employment roles, and administrators and managers may consider adopting workplace policies or making environmental changes that could address specific areas of need. Public Significance Statement This study suggests that overall, pediatric psychologists are highly satisfied with their employment. However, there may be some important aspects of their work that could be more satisfying. The findings have implications for identifying professional development strategies that can maintain or enhance satisfaction.
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Affiliation(s)
- Marisa E Hilliard
- Baylor College of Medicine, Department of Pediatrics and Texas Children's Hospital, Section of Psychology
| | - Cheryl Brosig
- Medical College of Wisconsin and Children's Hospital of Wisconsin
| | - Andre A A Williams
- Nemours Children's Health System, Center for Health Care Delivery Science
| | | | | | - Paul M Robins
- Perelman School of Medicine, University of Pennsylvania and The Children's Hospital of Philadelphia
| | | | - Karen E Stamm
- American Psychological Association Center for Workforce Studies
| | - Tim Wysocki
- Nemours Children's Health System, Center for Health Care Delivery Science
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Papanicolaou Address: Why the next generation should take this journey and overcome constraint. J Am Soc Cytopathol 2018; 7:205-211. [PMID: 31043278 DOI: 10.1016/j.jasc.2018.03.003] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/15/2018] [Revised: 03/12/2018] [Accepted: 03/26/2018] [Indexed: 11/21/2022]
Abstract
Cytopathology is experiencing many forces that are changing and constraining current practice, including the need for cost efficiencies, new technologies, expectations for higher quality and faster turnaround time, and a diminishing workforce. Two "hot topics" that will have considerable influence on the changes in the future practice of cytopathology are artificial intelligence and optimization of cervical screening intervals and methods. The future growth and success of the cytopathology subspecialty will require using constraint as a catalyst to achieve transformative solutions, as well as an optimistic "we can if…" entrepreneurial attitude. Success will also require living the field's traditions and values: mentorship, sponsorship, innovation and creativity, a willingness to assume new roles, and the ability to network and support career journeys through active participation in a professional society.
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Howell LP, Beckett LA, Villablanca AC. Ideal Worker and Academic Professional Identity: Perspectives from a Career Flexibility Educational Intervention. Am J Med 2017. [PMID: 28625409 DOI: 10.1016/j.amjmed.2017.06.002] [Citation(s) in RCA: 10] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Affiliation(s)
- Lydia Pleotis Howell
- Department of Pathology and Laboratory Medicine,University of California, Davis School of Medicine, Sacramento.
| | - Laurel A Beckett
- Division of Biostatistics, Department of Public Health Sciences,University of California, Davis School of Medicine, Sacramento
| | - Amparo C Villablanca
- Women's Cardiovascular Medicine, Department of Internal Medicine,University of California, Davis School of Medicine, Sacramento
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