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Shiwlani S, Kirshan Kumar S, Rahaman Z, Mohammed YN, Lohana AC, Gulati A, Khurana S. Gender Disparity in Leading Authorship of Critical Care Clinical Trials: A Systematic Review and Meta-Analysis. Cureus 2024; 16:e57528. [PMID: 38707086 PMCID: PMC11067824 DOI: 10.7759/cureus.57528] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 04/03/2024] [Indexed: 05/07/2024] Open
Abstract
In critical care medicine, research trials serve as crucial avenues for disseminating knowledge, influencing clinical practices, and fostering innovation. Notably, a significant gender imbalance exists within this field, potentially mirrored in the authorship of critical care research. This study aimed to investigate an exploration to ascertain the presence and extent of female representation in first and senior authorship roles within critical care literature. To this end, a systematic search was conducted across PubMed, Google Scholar, and Web of Science databases for original articles published up to February 2024, coupled with a methodological quality assessment via the Newcastle-Ottawa Scale (NOS) and statistical analyses through Review Manager software (RevMan, version 5.4.1, The Cochrane Collaboration, 2020). The study's findings, distilled from seven studies included in the final analysis, reveal a pronounced gender disparity. Specifically, in critical care literature examining mixed populations, female first authors were significantly less common than their male counterparts, with an odds ratio (OR) of 4.25 (95% confidence interval (CI): 3.18-5.68; p < 0.00001). Conversely, pediatric critical care studies did not show a significant difference in gender distribution among first authors (OR: 1.37; 95% CI: 0.31-6.10; p = 0.68). The investigation also highlighted a stark underrepresentation of female senior authors in critical care research across both mixed (OR: 11.67; 95% CI: 7.76-17.56; p < 0.00001) and pediatric populations (OR: 5.41; 95% CI: 1.88-15.56; p = 0.002). These findings underscore the persistent underrepresentation of women in critical care literature authorship and their slow progression into leadership roles, as evidenced by the disproportionately low number of female senior authors.
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Affiliation(s)
| | | | - Zubair Rahaman
- Internal Medicine, University at Buffalo Jacobs School of Medicine and Biomedical Sciences, Buffalo, USA
| | - Yaqub Nadeem Mohammed
- Internal Medicine, Western Michigan University Homer Stryker M.D. School of Medicine, Kalamazoo, USA
| | - Abhi C Lohana
- Internal Medicine, West Virginia University (WVU) Camden Clark Medical Center, Parkersburg, USA
| | - Amit Gulati
- Cardiology, Icahn School of Medicine at Mount Sinai, New York, USA
| | - Sakshi Khurana
- Radiology, NewYork-Presbyterian/Columbia University Irving Medical Center, New York, USA
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Pekin S, Buduneli N, Ellidokuz H, Akcalı A. Gender inequality among the editorial boards of periodontology and implantology journals. Oral Dis 2023. [PMID: 37759358 DOI: 10.1111/odi.14734] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/06/2023] [Revised: 08/04/2023] [Accepted: 08/25/2023] [Indexed: 09/29/2023]
Abstract
OBJECTIVES The aim of the present study was to investigate gender composition of the editorial board members of the journals in the field of periodontology and implantology. MATERIALS AND METHODS A rigorous search was performed through Web of Science database to identify journals, scoping on the periodontology and implantology research fields. Data on journal's demographic information, gender of the editorial board members were gathered from the journals fulfilling the predefined inclusion/exclusion criteria. Variables including journal impact factor and quartiles were extracted as well. RESULTS The proportion of women in the editorial team in periodontology journals was 27.3%, whereas it was almost 19% in implantology journals. As for editorial leadership, these ratios were 22.1% and 19.8%, respectively. There were significantly less women than men in editor-in-chief position in periodontology journals (p = 0.042). Journal metrics had no impact on the gender distribution of editor-in-chief positions in both fields. CONCLUSIONS Women seem to be under-represented as editorial leaders or board members in journals of periodontology and implantology. The proportion of women in periodontology journals has increased in the last decade; however, there is still a clear need for further increase to have a gender balance.
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Affiliation(s)
- Sevgi Pekin
- Department of Periodontology, Faculty of Dentistry, Ege University, İzmir, Turkey
| | - Nurcan Buduneli
- Department of Periodontology, Faculty of Dentistry, Ege University, İzmir, Turkey
| | - Hülya Ellidokuz
- Department of Preventive Oncology, Institute of Oncology, Dokuz Eylul University, İzmir, Turkey
- Department of Biostatistics and Medical Informatics, Faculty of Medicine, Dokuz Eylul University, İzmir, Turkey
| | - Aliye Akcalı
- Department of Periodontology, Faculty of Dentistry, Dokuz Eylul University, İzmir, Turkey
- Institute of Health Sciences, Department of Dental Biomaterials, Dokuz Eylul University, İzmir, Turkey
- Centre for Oral Clinical Research, Barts and The London School of Medicine & Dentistry, Institute of Dentistry, Queen Mary University of London (QMUL), London, UK
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Finkelstein ER, Ha M, Anderson J, Akhavan AA, Yoon J, Furnas H, Slezak S, Rasko YM. Gender and Racial Representation of Invited Speakers From The Aesthetic Society Annual Meetings Over a 5-Year Period. Ann Plast Surg 2023; 91:326-330. [PMID: 37405878 DOI: 10.1097/sap.0000000000003606] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 07/07/2023]
Abstract
BACKGROUND Increased representation from both women and non-White ethnicities remains a topic of discussion in plastic surgery. Speakers at academic conferences are a form of visual representation of diversity within the field. This study determined the current demographic landscape of aesthetic plastic surgery and evaluated whether underrepresented populations receive equal opportunities to be invited speakers at The Aesthetic Society meetings. METHODS Invited speaker's names, roles, and allotted time for presentation were extracted from the 2017 to 2021 meeting programs. Perceived gender and ethnicity were determined by visual analysis of photographs, whereas parameters of academic productivity and professorship were collected from Doximity, LinkedIn, Scopus, and institutional profiles. Differences in opportunities to present and academic credentials were compared between groups. RESULTS Of the 1447 invited speakers between 2017 and 2021, 20% (n = 294) were women and 23% (n = 316) belonged to a non-White ethnicity. Representation from women significantly increased between 2017 and 2021 (14% vs 30%, P < 0.001), whereas the proportion of non-White speakers did not (25% vs 25%, P > 0.050) despite comparable h-indexes (15.3 vs 17.2) and publications (54.9 vs 75.9) to White speakers. Non-White speakers oftentimes had more academic titles, significant in 2019 ( P < 0.020). CONCLUSIONS The proportion of female invited speakers has increased, with room for further improvement. Representation from non-White speakers has not changed. However, significantly more non-White speakers holding assistant professor titles may indicate increased ethnicity diversity in years to come. Future efforts should focus on improving diversity in positions of leadership while promoting functions that target young minority career individuals.
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Affiliation(s)
| | - Michael Ha
- Department of Surgery, Division of Plastic Surgery, University of Maryland School of Medicine, Baltimore, MD
| | | | - Arya Andre Akhavan
- Department of Plastic and Reconstructive Surgery, The Johns Hopkins Hospital
| | - Joshua Yoon
- Department of Surgery, Division of Plastic and Reconstructive Surgery, R Adams Cowley Shock Trauma Center, Baltimore, MD
| | - Heather Furnas
- Department of Plastic and Reconstructive Surgery, Stanford University School of Medicine, Palo Alto, CA
| | - Sheri Slezak
- Department of Surgery, Division of Plastic Surgery, University of Maryland School of Medicine, Baltimore, MD
| | - Yvonne M Rasko
- Department of Surgery, Division of Plastic Surgery, University of Maryland School of Medicine, Baltimore, MD
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George MR, Markwood M. The phenotype of pathology residency program directors. Acad Pathol 2023; 10:100085. [PMID: 37771628 PMCID: PMC10523138 DOI: 10.1016/j.acpath.2023.100085] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/02/2023] [Revised: 04/10/2023] [Accepted: 05/05/2023] [Indexed: 09/30/2023] Open
Abstract
Pathology residency programs vary greatly across the United States. To the authors' knowledge, little is formally known about the "phenotype" or career pathways of pathology residency program directors (PDs). PDs, former PDs (FPDs), and associate PDs (APDs) were surveyed, aiming to address whether or not dominant phenotypes or pathways to graduate medical education leadership exist. Several trends emerged including: 76% Whites, 70% females, 15% MD/PhDs, and more junior faculty (33% being <5 years in practice, another 24% being in practice <10 years, and 41% assistant professors at time of first PD/APD appointment). Anatomic and clinical pathology-certified individuals represented 79%. Sixty-two percent of respondents were on a nontenure employment track, with only 18% indicating tenure track. For subspecialty focus, cytopathology (25%), transfusion medicine (16%), and hematopathology (14%) represented the most common subspecialties practiced. A majority (65%) had served as a chief resident during residency, and most (61%) of PDs had served as APDs first. Most (60%) had not served as fellowship director. Most (65%) had not participated in any education leadership training, with 27% having participated in certificate programs or other educational professional development. Thematic analysis of perceived key criterion in selection for the role was passion for education, demeanor, emotional intelligence, and willingness to serve the department. This information may influence training or experience pursued by individuals aspiring to pathology graduate medical education leadership, inform chairs on qualities to look for, and supplement future educational sessions of the Association of Pathology Chairs Program Directors Council.
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Affiliation(s)
- Melissa R. George
- Department of Pathology, Penn State Health Hershey Medical Center, Hershey, PA, USA
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Massa GDS, Tonin FS, de Mendonça Lima T. Female representation among editorial boards of social, clinical, and educational pharmacy journals. Res Social Adm Pharm 2023; 19:921-925. [PMID: 36898904 DOI: 10.1016/j.sapharm.2023.02.018] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/24/2023] [Revised: 02/27/2023] [Accepted: 02/27/2023] [Indexed: 03/08/2023]
Abstract
BACKGROUND Recent studies on editorial team members of healthcare journals have been showing disparities in this distribution. However, there are limited data with respect to pharmacy journals. Thus, the aim of this study was to investigate the distribution of women among editorial board members of social, clinical, and educational pharmacy research journals around the globe. METHODS A cross-sectional study was conducted between September and October 2022. Data were extracted from Scimago Journal & Country Rank and Clarivate Analytics Web of Science Journal Citation Reports The top 10 journals in each region of the world (continents) were analyzed. Editorial board members were categorized into four groups and determined based on information available on the journal's website. The sex was classified in binary form through name and photography, the personal and institutional web pages, or the Genderize program. RESULTS A total of 45 journals were identified in the databases, of which 42 of them were analyzed. We identified 1482 editorial board members with only 527 (35.6%) being female. Analyzing the subgroups, there were 47 total editors-in-chief, 44 total co-editors, 272 associate editors, and 1119 editorial advisors. Of these, 10 (21.27%), 21 (47.72%), 115 (42.27%), and 381 (34.04%) were female, respectively. Only 9 journals (21.42%) presented more females among their editorial board members. CONCLUSION A notable sex disparity among social, clinical, and educational pharmacy journals' editorial board members was identified. Efforts should be made to involve more female sex in their editorial teams.
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Affiliation(s)
| | - Fernanda Stumpf Tonin
- H&TRC- Health & Technology Research Center, ESTeSL- Escola Superior de Tecnologia da Saúde, Instituto Politécnico de Lisboa, Lisbon, Portugal; Pharmaceutical Sciences Postgraduate Research Program, Federal University of Paraná, Curitiba, Brazil
| | - Tácio de Mendonça Lima
- Department of Pharmaceutical Sciences, Federal Rural University of Rio de Janeiro, Seropedica, Brazil.
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Devisetty L, Smith S, Kuo IC. Satellite Faculty in an Academic Ophthalmology Department: Junior, Clinical, and Female. WOMEN'S HEALTH REPORTS (NEW ROCHELLE, N.Y.) 2023; 4:211-218. [PMID: 37188085 PMCID: PMC10181801 DOI: 10.1089/whr.2022.0071] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Accepted: 11/16/2022] [Indexed: 05/17/2023]
Abstract
Purpose To evaluate the perception of physicians at satellite offices of a large academic ophthalmology department. Methods A survey was sent to the 32 physician faculty members working at the satellite offices in the Ophthalmology Department of the University of Michigan. The ophthalmologists answered 44 survey questions on staffing, wait times, physician satisfaction, patient satisfaction, compensation, administrative help, research, and operations management. Results Seventeen (53%) satellite ophthalmologists responded. The majority were satisfied with work at satellites, which they felt operated efficiently and believed to feature high patient satisfaction. A minority of ophthalmologists had concerns about salary, volume, marketing support, and geographic location. Some respondents did not understand the compensation structure, satellites' finances, or contribution to the overall department. Most described a lack of research and resident teaching opportunities at satellites. Conclusions The perceptions of ophthalmologists who work in satellite offices are important because of the growth of these offices in academic medical centers and the ability for satellite doctors to offer care comparable with and sooner than doctors at the main hospital at locations convenient for patients. Satellite ophthalmologists at this academic center would appreciate increased transparency of compensation and financial structures; administrative help with marketing and maintaining efficiency, which doctors and patients enjoy at satellite offices; and more teaching and research opportunities, which are the basis of academic advancement. Such efforts may help retain satellite doctors, who tend to be junior in rank, female, nontenured faculty, and who experience a higher turnover rate than faculty at the main campus.
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Affiliation(s)
- Laxmi Devisetty
- Wilmer Eye Institute, Department of Ophthalmology, University of Michigan, Ann Arbor, Michigan, USA
| | - Shelby Smith
- Department of Ophthalmology, Johns Hopkins University School of Medicine, Baltimore, Maryland, USA
| | - Irene C. Kuo
- Department of Ophthalmology, Johns Hopkins University School of Medicine, Baltimore, Maryland, USA
- Address correspondence to: Irene C. Kuo, MD, Wilmer Eye Institute, Department of Ophthalmology, Johns Hopkins University School of Medicine, 4924 Campbell Boulevard #100, Baltimore, MD 21236, USA.
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Prasad M, Paracha M, Goodman D, Cabral HJ, Christiansen SP, Subramanian ML. The Scholarly Impact of Student Authorship in Ophthalmology. JOURNAL OF ACADEMIC OPHTHALMOLOGY (2017) 2023; 15:e41-e45. [PMID: 38737144 PMCID: PMC10804733 DOI: 10.1055/s-0043-1761277] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Received: 07/29/2022] [Accepted: 12/14/2022] [Indexed: 01/30/2023]
Abstract
Purpose The H-index (H i ), an author-level metric of scholarly impact, is predictive of future scientific achievement. We sought to analyze the scholarly impact of student authorship on the H i of corresponding authors (CAs) within a major academic journal in the specialty of ophthalmology. Materials and Methods We compared the H i of all unique CAs for manuscripts published in Ophthalmology (Journal of the American Academy of Ophthalmology) in 2008, 2012, and 2016. Data abstraction was completed twice: in October 2018 and March 2021. We further grouped published articles for CAs into those with student authors (StA) and those without (nStA). Primary analysis involved a linear regression analysis with change in H i from October 2018 to March 2021 as the outcome variable, CA groups as the predictor variable, adjusting for the covariates of baseline H i , the year when the CA published his or her article, number of research items published in October 2018, and the academic appointment of the CAs. Secondary analysis involved a linear regression analysis with change in H i from October 2018 to March 2021 as the outcome variable, total number of student authors per CA as the predictor variable, adjusting for the covariates of baseline H i , the year CA published his or her article, number of research items published in October 2018, and the academic appointment of the CAs. Results The number of student authors increased from 168 in 2008 to 192 in 2016. Of the 902 articles, 316 articles were co-authored by one or more student authors. The average change in H i of CAs publishing with student authors (StA, 11.0 ± 14.7) was significantly greater ( p < 0.0001) than the change in H i of CAs publishing without student authors (nStA, 6.2 ± 6.2). As the total number of student authors increased, the change in H i of CAs increased linearly for all years combined (regression coefficient = 1.70, p -value < 0.0001). Conclusion CAs publishing with students in the field of ophthalmology have a higher scholarly impact than those publishing without students. The development of programs to integrate students into ophthalmology research early on may encourage their pursuit of a career in ophthalmology, while advancing the careers of their mentors.
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Affiliation(s)
- Minali Prasad
- Department of Ophthalmology, Boston University School of Medicine, Boston, Massachusetts
| | - Munizay Paracha
- Department of Internal Medicine, Boston University Medical Center, Boston, Massachusetts
| | - Deniz Goodman
- Department of Ophthalmology, Boston University School of Medicine, Boston, Massachusetts
| | - Howard J. Cabral
- Department of Biostatistics, Boston University School of Public Health, Boston, Massachusetts
| | | | - Manju L. Subramanian
- Boston University Chobanian and Avedisian School of Medicine, Boston, Massachusetts
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Arafat SMY, Amin R, Baminiwatta A, Hussain F, Singh R, Kar SK, Mubashir AS. Gender distribution of editors in psychiatry journals of South Asia. Psychiatry Res 2022; 317:114819. [PMID: 36075152 DOI: 10.1016/j.psychres.2022.114819] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 08/20/2022] [Revised: 08/28/2022] [Accepted: 08/30/2022] [Indexed: 11/30/2022]
Affiliation(s)
- S M Yasir Arafat
- Department of Psychiatry, Enam Medical College and Hospital, Dhaka 1340, Bangladesh.
| | - Rizwana Amin
- Department of Professional Psychology, Bahria University Islamabad, Pakistan
| | - Anuradha Baminiwatta
- Department of Psychiatry, Faculty of Medicine, University of Kelaniya, Sri Lanka
| | - Fahad Hussain
- Department of Pharmacy, Noakhali Science and Technology University, Noakhali 3814, Bangladesh
| | - Rakesh Singh
- Department of Research, Transcultural Psychosocial Organization Nepal, Nepal; Department of Community Medicine and Public Health, KIST Medical College, Kathmandu, Nepal
| | - Sujita Kumar Kar
- Department of Psychiatry, King George's Medical University, Lucknow, Uttar Pradesh 226003, India
| | - Anila Sadaf Mubashir
- Department of Applied Psychology, National University of Modern Languages, Rawalpindi, Pakistan
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Fantaye AW, Gnyra C, Lochnan H, Wiesenfeld L, Hendry P, Whiting S, Kitto S. Prioritizing Clinical Teaching Excellence: A Hidden Curriculum Problem. THE JOURNAL OF CONTINUING EDUCATION IN THE HEALTH PROFESSIONS 2022; 42:204-210. [PMID: 36007518 DOI: 10.1097/ceh.0000000000000442] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/15/2023]
Affiliation(s)
- Arone Wondwossen Fantaye
- Mr. Fantaye: Research Associate, Office of Continuing Professional Development, Faculty of Medicine, University of Ottawa, Ottawa, ON, Canada. Ms. Gnyra: Medical Student, Faculty of Medicine, University of Ottawa, Ottawa, ON, Canada. Dr. Lochnan: Assistant Dean, Office of Continuing Professional Development, Faculty of Medicine; Professor, Department of Medicine, University of Ottawa; Head, Division of Endocrinology and Metabolism, The Ottawa Hospital, Ottawa, ON, Canada. Dr. Wiesenfeld: Vice-Dean, Postgraduate Medical Education, Faculty of Medicine; Assistant Professor, Department of Emergency Medicine, University of Ottawa; Attending Staff, Department of Emergency Medicine, The Ottawa Hospital, Ottawa, ON, Canada. Dr. Hendry: Vice-Dean, Office of Continuing Professional Development, Faculty of Medicine; Professor, Department of Surgery, University of Ottawa, Ottawa, ON, Canada. Dr. Whiting: Vice-Dean, Faculty Affairs, Faculty of Medicine; Associate Professor, Department of Pediatrics, University of Ottawa; Staff Physician, Division of Neurology, Children's Hospital of Eastern Ontario, Ottawa, ON, Canada. Dr. Kitto: Professor, Department of Innovation in Medical Innovation; Director of Research, Office of Continuing Professional Development, University of Ottawa, Ottawa, ON, Canada
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Fantaye AW, Kitto S, Hendry P, Wiesenfeld L, Whiting S, Gnyra C, Fournier K, Lochnan H. Attributes of excellent clinician teachers and barriers to recognizing and rewarding clinician teachers' performances and achievements: a narrative review. CANADIAN MEDICAL EDUCATION JOURNAL 2022; 13:57-72. [PMID: 35572019 PMCID: PMC9099178 DOI: 10.36834/cmej.73241] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Indexed: 06/15/2023]
Abstract
BACKGROUND Over the last 31 years, there have been several institutional efforts to better recognize and reward clinician teachers. However, the perception of inadequate recognition and rewards by clinician teachers for their clinical teaching performance and achievements remains. The objective of this narrative review is two-fold: deepen understanding of the attributes of excellent clinician teachers considered for recognition and reward decisions and identify the barriers clinician teachers face in receiving recognition and rewards. METHODS We searched OVID Medline, Embase, Education Source and Web of Science to identify relevant papers published between 1990 and 2020. After screening for eligibility, we conducted a content analysis of the findings from 43 relevant papers to identify key trends and issues in the literature. RESULTS We found the majority of relevant papers from the US context, a paucity of relevant papers from the Canadian context, and a declining international focus on the attributes of excellent clinician teachers and barriers to the recognition and rewarding of clinician teachers since 2010. 'Provides feedback', 'excellent communication skills', 'good supervision', and 'organizational skills' were common cognitive attributes considered for recognition and rewards. 'Stimulates', 'passionate and enthusiastic', and 'creates supportive environment', were common non-cognitive attributes considered for recognition and rewards. The devaluation of teaching, unclear criteria, and unreliable metrics were the main barriers to the recognition and rewarding of clinician teachers. CONCLUSIONS The findings of our narrative review highlight a need for local empirical research on recognition and reward issues to better inform local, context-specific reforms to policies and practices.
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Affiliation(s)
| | - Simon Kitto
- Office of Continuing Professional Development, University of Ottawa, Ontario, Canada
- Department of Innovation in Medical Education, University of Ottawa, Ontario, Canada
| | - Paul Hendry
- Office of Continuing Professional Development, University of Ottawa, Ontario, Canada
- University of Ottawa Heart Institute, Ontario, Canada
| | - Lorne Wiesenfeld
- Department of Emergency Medicine, University of Ottawa, Ontario, Canada
- Postgraduate Medical Education, University of Ottawa, Ontario, Canada
| | - Sharon Whiting
- Children's Hospital of Eastern Ontario, Ontario, Canada
- Office of Faculty of Affairs, University of Ottawa, Ontario, Canada
| | | | - Karine Fournier
- Health Sciences Library, University of Ottawa, Ontario, Canada
| | - Heather Lochnan
- Office of Continuing Professional Development, University of Ottawa, Ontario, Canada
- Department of Medicine, The Ottawa Hospital, Ottawa, Ontario
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Hart KL, Boitano LT, Tanious A, Conrad MF, Eagleton MJ, Lillemoe KD, Perlis RH, Srivastava SD. Trends in Female Authorship in High Impact Surgical Journals Between 2008 and 2018. Ann Surg 2022; 275:e115-e123. [PMID: 32590539 DOI: 10.1097/sla.0000000000004057] [Citation(s) in RCA: 10] [Impact Index Per Article: 5.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
OBJECTIVE This study evaluates the distribution of authorship by sex over the last 10 years among the top 25 surgical journals. SUMMARY OF BACKGROUND DATA Despite an increase in women entering surgical residency, there remains a sex disparity in surgical leadership. Scholarly activity is the foundation for academic promotion. However, few studies have evaluated productivity by sex in surgical literature. METHODS Original research in the 25 highest-impact general surgery/subspecialty journals were included (1/2008-5/2018). Journals with <70% identified author sex were excluded. Articles were categorized by sex of first, last, and overall authorship. We examined changes in proportions of female first, last, and overall authorship over time, and analyzed the correlation between these measurements and journal impact factor. RESULTS There were 71,867 articles from 19 journals included. Sex was successfully predicted for 87.3% of authors (79.1%-92.5%). There were significant increases in the overall percentage of female authors (β = 0.55, P < 0.001), female first authors (β = 0.97, P < 0.001), and female last authors (β = 0.53, P < 0.001) over the study period. Notably, all cardiothoracic subspecialty journals did not significantly increase the proportion of female last authors over the study period. There were no correlations between journal impact factor and percentage of overall female authors (rs = 0.39, P = 0.09), female first authors (rs = 0.29, P = 0.22), or female last author (rs = 0.35, P = 0.13). CONCLUSIONS This study identifies continued but slow improvement in female authorship of high-impact surgical journals during the contemporary era. However, the improvement was more apparent in the first compared to senior author positions.
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Affiliation(s)
- Kamber L Hart
- Center for Quantitative Health and Department of Psychiatry, Massachusetts General Hospital, Boston, Massachusetts
| | - Laura T Boitano
- Division of Vascular and Endovascular Surgery, Massachusetts General Hospital, Boston, Massachusetts
- Department of Surgery, Massachusetts General Hospital, Boston, Massachusetts
| | - Adam Tanious
- Division of Vascular and Endovascular Surgery, Massachusetts General Hospital, Boston, Massachusetts
- Department of Surgery, Massachusetts General Hospital, Boston, Massachusetts
| | - Mark F Conrad
- Division of Vascular and Endovascular Surgery, Massachusetts General Hospital, Boston, Massachusetts
- Department of Surgery, Massachusetts General Hospital, Boston, Massachusetts
| | - Matthew J Eagleton
- Division of Vascular and Endovascular Surgery, Massachusetts General Hospital, Boston, Massachusetts
- Department of Surgery, Massachusetts General Hospital, Boston, Massachusetts
| | - Keith D Lillemoe
- Department of Surgery, Massachusetts General Hospital, Boston, Massachusetts
| | - Roy H Perlis
- Center for Quantitative Health and Department of Psychiatry, Massachusetts General Hospital, Boston, Massachusetts
| | - Sunita D Srivastava
- Division of Vascular and Endovascular Surgery, Massachusetts General Hospital, Boston, Massachusetts
- Department of Surgery, Massachusetts General Hospital, Boston, Massachusetts
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Trzaski JM, Kiefer AS, Myers P, Johnston LC. Essentials of Neonatal-Perinatal Medicine Fellowship: careers in Neonatal-Perinatal Medicine. J Perinatol 2022; 42:1135-1140. [PMID: 35094019 PMCID: PMC8799965 DOI: 10.1038/s41372-022-01315-7] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 12/30/2020] [Revised: 05/13/2021] [Accepted: 01/04/2022] [Indexed: 11/25/2022]
Abstract
The clinical and academic landscape of Neonatal-Perinatal Medicine (NPM) is evolving. Career opportunities for neonatologists have been impacted by shifts in compensation and staffing needs in both academic and private settings. The workforce in NPM is changing with respect to age and gender. Recruiting candidates from backgrounds underrepresented in medicine is a priority. Developing flexible positions and ensuring equitable salaries is critically important. Professional niches including administration, education, research, and quality improvement provide many opportunities for scholarly pursuit. Challenges exist in recruiting, mentoring, funding, and retaining physician-scientists in NPM. Creative solutions are necessary to balance the needs of the NPM workforce with the growing numbers, locations, and complexity of patients. Addressing these challenges requires a multi-faceted approach including adapting educational curricula, supporting trainees in finding their niche, identifying novel ways to address work/life integration, and attracting candidates with both diverse backgrounds and academic interests.
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Affiliation(s)
- Jennifer M. Trzaski
- grid.63054.340000 0001 0860 4915Department of Pediatrics, Division of Neonatology, University of Connecticut School of Medicine/Connecticut Children’s, Hartford, CT USA
| | - Autumn S. Kiefer
- grid.268154.c0000 0001 2156 6140Department of Pediatrics, Division of Neonatology, West Virginia University School of Medicine, Morgantown, WV USA
| | - Patrick Myers
- grid.16753.360000 0001 2299 3507Department of Pediatrics, Feinberg School of Medicine, Northwestern University, Chicago, IL USA
| | | | - Lindsay C. Johnston
- grid.47100.320000000419368710Department of Pediatrics, Division of Neonatal-Perinatal Medicine, Yale University School of Medicine, New Haven, CT USA
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Chang A, Schwartz BS, Harleman E, Johnson M, Walter LC, Fernandez A. Guiding Academic Clinician Educators at Research-Intensive Institutions: a Framework for Chairs, Chiefs, and Mentors. J Gen Intern Med 2021; 36:3113-3121. [PMID: 33846943 PMCID: PMC8481436 DOI: 10.1007/s11606-021-06713-9] [Citation(s) in RCA: 17] [Impact Index Per Article: 5.7] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 10/09/2020] [Accepted: 03/09/2021] [Indexed: 11/21/2022]
Abstract
Department chairs and division chiefs at research-intensive academic medical centers often find mentoring clinician educators challenging. These faculty constitute the majority of academic physicians. Supporting excellent clinician educators is key to ensuring high-quality patient care and developing tomorrow's physicians. Little has been written for leaders on strategies to advance academic clinician educators' career success. We present a framework to guide chairs, chiefs, and mentors seeking to address clinician educator retention and satisfaction in academic medical centers.
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Affiliation(s)
- Anna Chang
- Division of Geriatrics, Department of Medicine, University of California San Francisco School of Medicine (UCSF), San Francisco, CA, USA.
- San Francisco Veterans Affairs Health Care System (SFVAHCS), San Francisco, CA, USA.
| | - Brian S Schwartz
- Division of Infectious Diseases, Department of Medicine, University of California San Francisco School of Medicine (UCSF), San Francisco, CA, USA
| | - Elizabeth Harleman
- Division of Hospital Medicine at Zuckerberg San Francisco General Hospital, Department of Medicine, University of California San Francisco School of Medicine (UCSF), San Francisco, CA, USA
| | - Meshell Johnson
- San Francisco Veterans Affairs Health Care System (SFVAHCS), San Francisco, CA, USA
- Division of Pulmonary Medicine, Department of Medicine, University of California San Francisco School of Medicine (UCSF), San Francisco, CA, USA
| | - Louise C Walter
- Division of Geriatrics, Department of Medicine, University of California San Francisco School of Medicine (UCSF), San Francisco, CA, USA
- San Francisco Veterans Affairs Health Care System (SFVAHCS), San Francisco, CA, USA
| | - Alicia Fernandez
- Division of General Internal Medicine at Zuckerberg San Francisco General Hospital, Department of Medicine, University of California San Francisco School of Medicine (UCSF), San Francisco, CA, USA
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Gill AC, Singhal G, Schutze GE, Turner TL. Educational Coaches: Facilitating Academic Vitality and a Pathway to Promotion for Clinician-Educators. J Pediatr 2021; 235:3-5.e3. [PMID: 33253728 DOI: 10.1016/j.jpeds.2020.11.042] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 11/20/2020] [Accepted: 11/20/2020] [Indexed: 11/25/2022]
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Kan CK, Qureshi MM, Paracha M, Sachs TE, Sarfaty S, Hirsch AE. Effect of Medical Student Contributions on Academic Productivity: Analysis of Student Authorship Over Time. ADVANCES IN MEDICAL EDUCATION AND PRACTICE 2021; 12:481-489. [PMID: 34012312 PMCID: PMC8126703 DOI: 10.2147/amep.s301041] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 01/08/2021] [Accepted: 04/12/2021] [Indexed: 06/12/2023]
Abstract
INTRODUCTION Understanding the trend of student authorship is crucial in determining its correlation to scholarly impact for corresponding authors. Our objective is to investigate student authorship rates over time in articles published in JAMA Internal Medicine (IM), as well as to examine potential effects student authors have on scholarly impact scores of corresponding authors via H-index measures. METHODS Authorship data including student authors (SA), first student authors, and corresponding authors (CA) from prior JAMA IM publications between 2010 and 2018 were collected, with a total of 701 studies. Analysis of variance (ANOVA) and independent sample t-tests were performed to assess for differences in the mean by publishing year and student authorship, respectively. RESULTS Of 4591 total authors, 683 (14.9%) were considered student authors. The percentage of student authorship increased from 46.3% to 58.0% between 2010 and 2018, respectively. No difference in average H-indices of CA between SA and non-SA groups (overall NSA Hi mean: 30.2, vs SA Hi mean: 32.1, p=0.371) was noted. DISCUSSION Student participation in research is not a disadvantage to scholarly impact for corresponding authors. Increased student authorship reflects a promising trend towards greater student participation in research within the field of medicine.
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Affiliation(s)
- Carolyn K Kan
- Department of Radiation Oncology, Boston Medical Center, Boston, MA, USA
| | - Muhammad M Qureshi
- Department of Radiation Oncology, Boston Medical Center, Boston, MA, USA
| | - Munizay Paracha
- Department of Medicine, Boston Medical Center, Boston, MA, USA
| | - Teviah E Sachs
- Department of Surgical Oncology, Boston Medical Center, Boston, MA, USA
| | - Suzanne Sarfaty
- Department of Medicine, Boston Medical Center, Boston, MA, USA
| | - Ariel E Hirsch
- Department of Radiation Oncology, Boston Medical Center, Boston, MA, USA
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Safdar B, Naveed S, Chaudhary AMD, Saboor S, Zeshan M, Khosa F. Gender Disparity in Grants and Awards at the National Institute of Health. Cureus 2021; 13:e14644. [PMID: 34046277 PMCID: PMC8141289 DOI: 10.7759/cureus.14644] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/05/2022] Open
Abstract
Objective The National Institute of Health (NIH) supports the academic career of scientists across the United States (U.S.). It promotes and sponsors scientists in conducting wide-ranging clinical and basic science research. Depending on the duration, research type, and budget, there are various types of grants awarded by NIH. Despite considerable advancement in biomedical sciences, female researchers remain underrepresented in obtaining NIH funding. Through this study, we aim to highlight the gender trends in NIH funding and grants. By doing this, we aim to facilitate effective future policymaking to help achieve gender parity in NIH grants and awards. Methods The data were obtained from the NIH Research Portfolio Online Reporting Tool (RePORT). The extracted data by gender were tabulated showing percentages of females as Research Grant Investigators, Research Career Development Award Recipients and Kirschstein-National Research Service Award (NRSA) Trainees and Fellows, recipients of Research Grants, Research Project Grants (RPGs), and R01 equivalent grants including types 1 or 2, over two decades (1999-2019). Absolute percentage change was also calculated and included in the tables. Results The percentage of females as NIH Research Grant Investigators has increased at centers, research centers as well as for RPGs and Small Business Innovation Research and Small Business Technology Transfer (SBIR/STTR) programs. For Research Career Development Award Recipients and Kirschstein-NRSA Trainees and Fellows, the proportion of female pre-doctoral institutional trainees, post-doctoral fellows, post-doctoral institutional trainees, mentored research career awardees, and other research career awardees have steadily increased. However, there was a decrease in the percentage of female pre-doctoral fellow awardees. The percentage of females receiving all RPGs, R01-New (type 1) and R01-Renewal (type 2) grants has also decreased. Conclusion Despite an overall increase in the percentage of female researchers successfully receiving NIH grants and awards, they continue to lag compared to their male counterparts. With the increasing number of female doctoral graduates, it is imperative to address this disparity in NIH funding.
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Affiliation(s)
- Beenish Safdar
- Graduate Medical Education, John T Mather Memorial Hospital, Port Jefferson, USA
| | - Sadiq Naveed
- Psychiatry, Hartford Hospital, Institute of Living, Hartford, USA
| | | | - Sundas Saboor
- Department of Psychiatry, Khyber Medical University, Peshawar, PAK
| | | | - Faisal Khosa
- Radiology, Vancouver General Hospital, Vancouver, CAN
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Abstract
The purpose of this article is to provide an overview of academic research on professional success, using the bibliometric analysis to understand the evolution of this field between the years 1990 and 2020. The information was obtained from the publications indexed in the Scopus database, under a rigorous bibliometric process that comprises five parts: (i) criteria search of the field, (ii) selection of database and documents, (iii) inclusion and selection criteria, (iv) software and data selection, and (v) analysis and results. The results show professional success as a scientific discipline in full exponential growth, which allows us to consider the main contributions of authors, institutions, and international contributions, as well as to consider the main themes that have shaped the intellectual structure of the subject through their visualization using bibliometric maps of co-citation and co-occurrence, which combined showed eight main lines of research. The results obtained allowed us to identify patterns of convergence and divergence in various topics, which allows obtaining current and diverse information on the state of the research field’s art.
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Myers O, Greenberg N, Wilson B, Sood A. Factors Related to Faculty Retention in a School of Medicine: A Time to Event Analysis. THE CHRONICLE OF MENTORING & COACHING 2020; 1:334-340. [PMID: 33313388 PMCID: PMC7731947] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Grants] [Subscribe] [Scholar Register] [Indexed: 06/12/2023]
Abstract
National data indicate that 50% of assistant professors leave a School of Medicine (SOM) within eight years of hire. At-risk for attrition in some studies are women, racial/ethnic underrepresented minorities (URM), and clinical faculty. Retention of faculty is not adequately studied in the Southwestern US, where at-risk faculty constitute the majority group. The study hypothesized that at-risk faculty have lower retention rates than those not at-risk. Identification of factors predicting retention of at-risk faculty may help institutions devise novel and targeted retention strategies. Prospective time to event analyses studied assistant professors hired at the University of New Mexico's (UNM) SOM from 2008-2019. Eight factors, measured at the time of hire, included: rank, race/ethnicity, gender, MD degree, academic track, department type, salary, and fiscal year of hire. Univariate analyses included graphical analysis of Kaplan-Meier analysis and Cox proportional hazard ratios with years to departure measuring the main event to resignation. 844 full-time junior faculty included 50% women, 81% physicians, 42% clinician educators, and 18% racial/ethnic URM. Compared to non-Hispanic Whites, Black faculty (HR = 2.24, 1.25-4.03) and faculty with non-US degree (1.53, 1.19-1.94) had a higher risk of leaving. Faculty in clinician educator (2.01, 1.06-3.82) or visiting research tracks (2.41, 1.20-4.84) both had higher risk of leaving than tenure track faculty. Although URM faculty did not have an overall higher risk of departure, male faculty had higher risk of leaving than women when they are URM or unknown-URM status. In our analysis of junior faculty, we showed that faculty who were Black, had an international education, and in clinician educator or visiting research tracks were at greater risk of leaving, but women and Hispanic faculty had similar retention rates as their respective counterparts at UNM SOM. The differential retention rates among several at-risk subgroups of junior faculty may indicate the need to refocus the existing diversity and faculty development programs at UNM SOM.
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Affiliation(s)
- O Myers
- University of New Mexico Health Sciences Center
| | - N Greenberg
- University of New Mexico Health Sciences Center
| | - B Wilson
- University of New Mexico Health Sciences Center
| | - A Sood
- University of New Mexico Health Sciences Center
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Wieder R, Carson JL, Strom BL. Restructuring of Academic Tracks to Create Successful Career Paths for the Faculty of Rutgers Biomedical and Health Sciences. J Healthc Leadersh 2020; 12:103-115. [PMID: 33117034 PMCID: PMC7569246 DOI: 10.2147/jhl.s262351] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/12/2020] [Accepted: 08/18/2020] [Indexed: 11/23/2022] Open
Abstract
Background We report faculty affairs lessons from the formation and academic restructuring of Rutgers Biomedical and Health Sciences. Our approach may be a blueprint for development of a new track system that can be adapted by other institutions, after consideration of their own special circumstances. Methods We created new Appointments and Promotions guidelines consisting of one Tenure Track and four Non-Tenure Tracks, each with different missions. We restructured faculty performance evaluations to include mission-based criteria, an expanded rating scale, and specific expectations. After negotiating these new processes with our faculty union, we enacted central oversight to ensure uniform application of these processes and their associated criteria. We communicated the guidelines and the evaluation system widely. We created programs for universal mentoring, publishing education, diversity, and faculty development. Results All faculty in our seven schools went through track selection. Anxiety and incomplete understanding improved after implementation. Evaluations with expectations for the following year and an expanded scale for more nuanced assessment served as mentoring tools. Requirements for mentor assignments and diversity education created an atmosphere of nurturing and inclusion. Publications, extramural support, and faculty satisfaction increased after implementation of the guidelines. Conclusion Lessons included the need to review and learn from guidelines at other institutions, to create tracks that align with different jobs, the necessity for central oversight for uniform application of criteria, the need for extensive and frequent communication with faculty, and that fear of change is only reduced after evidence of success of a new structure. The most important lesson was that faculty rise to expectations when clear, ambitious criteria are delineated and universally applied.
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Affiliation(s)
- Robert Wieder
- Department of Medicine, New Jersey Medical School, Rutgers Biomedical and Health Sciences, Rutgers University, Newark, NJ, USA.,Rutgers Biomedical and Health Sciences, Rutgers University, Newark, NJ, USA
| | - Jeffrey L Carson
- Rutgers Biomedical and Health Sciences, Rutgers University, Newark, NJ, USA.,Department of Medicine, Robert Wood Johnson Medical School, Rutgers Biomedical and Health Sciences, Rutgers University, New Brunswick, NJ, USA
| | - Brian L Strom
- Rutgers Biomedical and Health Sciences, Rutgers University, Newark, NJ, USA
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Fahy BG, Culley DJ, Almualim M, González BF, Santos RAM, White P, Vasilopoulos T. Academic achievement and gender among adult critical care program directors. J Crit Care 2020; 63:139-145. [PMID: 33012584 DOI: 10.1016/j.jcrc.2020.09.022] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/26/2019] [Revised: 09/04/2020] [Accepted: 09/22/2020] [Indexed: 10/23/2022]
Abstract
PURPOSE Accreditation Council for Graduate Medical Education (ACGME) program director (PD) qualifications includes scholarly activity with demonstrated academic productivity and dissemination. Our hypothesis: academic productivity among adult critical care medicine (CCM) fellowship PDs is affected by gender with women having lower productivity. MATERIALS AND METHODS PDs in 39 institutions with CCM fellowships in anesthesiology, surgery, and pulmonary medicine were analyzed using data from ACGME website, PubMed, and NIH Research Portfolio Online Reporting Tools. Primary outcomes were total publications and h-index. Secondary outcomes included NIH funding and past five year publications. Independent variables and covariates included gender, academic rank, year appointed as program director, years certified in CCM, and specialty. RESULTS PDs who were women had fewer total publications (median: 13 vs: 20, p = 0.030), past 5 years publications (median: 6 vs median: 9; p = 0.025), and less NIH funding (12% vs 32%; p = 0.046) compared to men. In exploratory analyses stratified by rank, assistant professor ranked women had fewer total (p = 0.027) and recent publications (p = 0.031) compared to men. CONCLUSIONS Women who were PDs had fewer publications and less NIH funding compared to men with differences in publications more prominent in early career faculty.
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Affiliation(s)
- Brenda G Fahy
- Department of Anesthesiology, University of Florida College of Medicine, PO Box 100254, Gainesville, FL 32610-0254, USA.
| | - Deborah J Culley
- Department of Anesthesiology, Perioperative and Pain Medicine, Brigham and Women's Hospital, 75 Francis Street, CWN L1, Boston, MA 02115, USA.
| | - Mohammed Almualim
- Fellow, Critical Care Medicine, Department of Anesthesiology, University of Florida College of Medicine, PO Box 100254, Gainesville, FL 32610-0254, USA
| | - Barbara Flores González
- Fellow, Critical Care Medicine, Department of Anesthesiology, University of Florida College of Medicine, PO Box 100254, Gainesville, FL 32610-0254, USA.
| | - Rogerio Almeida Moreno Santos
- Graduate student, Federal University of Bahia, Av. Miguel Navarro y Cañizares 466, Apartment 702, Salvador, Bahia 41810-215, Brazil
| | - Peggy White
- Department of Anesthesiology, University of Florida College of Medicine, PO Box 100254, Gainesville, FL 32610-0254, USA.
| | - Terrie Vasilopoulos
- Departments of Anesthesiology and Orthopaedics and Rehabilitation, University of Florida College of Medicine, PO Box 100254, Gainesville, FL 32610-0254, USA.
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Dorman HR, Strong JV, Tighe CA, Mast BT, Allen RS. Geropsychology career pipeline perceptions. J Clin Psychol 2020; 77:90-104. [PMID: 32761867 DOI: 10.1002/jclp.23035] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/11/2020] [Revised: 06/26/2020] [Accepted: 07/17/2020] [Indexed: 11/11/2022]
Abstract
OBJECTIVE Using the framework of Social Cognitive Career Theory, this study aimed to ascertain attitudes and perceptions of geropsychology career paths, given the present notable geriatric workforce shortage. METHODS An online survey was developed iteratively and disseminated through various modalities (i.e., internet, email, word-of-mouth). Participants included 28 predoctoral and 76 professional geropsychologists (N = 107; age M = 39.18, SD = 12.05). The sample was largely female (72%), non-Hispanic White (89%), and has or was working towards their PhD (82%). RESULTS Results delineate attractive and unattractive aspects of common career options (academic, clinical Veterans Affairs [VA], clinical non-VA), and assessed the hypothetical proclivity and feasibility of switching between academic and clinically focused careers. The results found gender (women vs. men) and career stages (predoctoral vs. professional) to be significant contributors to career perceptions. CONCLUSIONS The present study advances past literature by unveiling potential avenues to ameliorate this workforce shortage within both clinical and academic fields in geropsychology.
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Affiliation(s)
- Hillary R Dorman
- Alabama Research Institute on Aging, College of Arts and Sciences, The University of Alabama, Tuscaloosa, Alabama, USA.,Department of Psychology, The University of Alabama, Tuscaloosa, Alabama, USA
| | - Jessica V Strong
- Department of Psychology, University of Prince Edward Island, Charlottetown, Prince Edward Island, Canada
| | - Caitlan A Tighe
- Department of Psychiatry, VISN 4 Mental Illness Research, Education and Clinical Center, VA Pittsburgh Healthcare System, Pittsburgh, Pennsylvania, USA.,Department of Psychiatry, School of Medicine, University of Pittsburgh, Pittsburgh, Pennsylvania, USA
| | - Benjamin T Mast
- Department of Psychological and Brain Sciences, University of Louisville, Louisville, Kentucky, USA
| | - Rebecca S Allen
- Alabama Research Institute on Aging, College of Arts and Sciences, The University of Alabama, Tuscaloosa, Alabama, USA.,Department of Psychology, The University of Alabama, Tuscaloosa, Alabama, USA
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22
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Sadeghpour M, Sung SM, Jacobe H, Kimball AB. Career satisfaction of leaders in academic dermatology: Results from a national survey. Int J Womens Dermatol 2020; 6:25-29. [PMID: 32025557 PMCID: PMC6997821 DOI: 10.1016/j.ijwd.2019.09.004] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/29/2019] [Revised: 09/08/2019] [Accepted: 09/11/2019] [Indexed: 11/26/2022] Open
Abstract
Background A positive correlation between leadership roles and job satisfaction has been noted in some areas of business. Since senior leaders in academic dermatology appear to be more satisfied than their junior colleagues, a similar relationship may be important in dermatology. Objective To determine if there is an association between leadership roles and career satisfaction of academic dermatologists. Methods A cross-sectional, anonymous survey was mailed to 1263 academic dermatologists across the US. Participants were questioned on demographics and career satisfaction. Academic rank and position was compared with career satisfaction. Results The leadership cohort was comprised of 140 (77%) men and 41 (23%) women (p < 0.01). Leaders were significantly more satisfied in their careers than non-leaders (65% versus 36%, p < 0.01), and were also less likely to leave academia. Factors related to career satisfaction included satisfaction with the promotion process (p < 0.01), presence of career development programs (p < 0.02), physician health (p < 0.01), and the ability to achieve balance in one's personal and professional lives (p = 0.01). Our analysis also demonstrated a gender gap within the leadership sector, with female leaders reporting less satisfaction overall with their career (44% versus 71%, p < 0.01), with the tenure/promotion process at their institutions (89% vs. 68%, respectively, p < 0.01), as well as their personal and professional balance (49% vs. 80%, p < 0.01) compared to their male leaders counterparts respectively. However, there was no difference in the likelihood of leaving academia between male and female leaders. Conclusion Academic leaders overall had higher career satisfaction than non-leaders, and were more likely to stay within academia. Despite this, patterns of gender disparities in the academic dermatology leadership persist with males outnumbering females in the leadership pool, and male leaders reporting higher levels of satisfaction compared to their female counterparts, as well as perceiving fewer challenges in finding balance between their personal and professional lives.
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Affiliation(s)
- Mona Sadeghpour
- University of Colorado Denver - Anschutz Medical Campus, Aurora, CO, United States
| | - Sarah M Sung
- The Polyclinic, Department of Dermatology, Seattle, WA, United States
| | - Heidi Jacobe
- Department of Dermatology, UT Southwestern Medical Center, Dallas, TX, United States
| | - Alexa B Kimball
- CLEARS, Department of Dermatology, Beth Israel Deaconess Medical Center and Harvard Medical School, Boston, MA, United States
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Grinnell M, Higgins S, Yost K, Ochuba O, Lobl M, Grimes P, Wysong A. The proportion of male and female editors in women's health journals: A critical analysis and review of the sex gap . Int J Womens Dermatol 2020; 6:7-12. [PMID: 32025554 PMCID: PMC6997826 DOI: 10.1016/j.ijwd.2019.11.005] [Citation(s) in RCA: 20] [Impact Index Per Article: 5.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/09/2019] [Revised: 11/17/2019] [Accepted: 11/17/2019] [Indexed: 11/26/2022] Open
Abstract
BACKGROUND Historically, women have been underrepresented in leadership positions in medicine. The reasons for this are multifactorial. In recent years, women's representation in medicine has improved. However, inequities in the proportion of men and women in medical leadership remain, especially with regard to editorial journal boards. OBJECTIVE This study aimed to explore current trends of women in leadership positions on journal editorial boards. METHODS A comprehensive search for women's health journals was performed in collaboration with university librarians in February 2019 using EMBASE, Scopus, SciFinder, and MEDLINE records for journals with relevance to women's health. Each journal was e-mailed to verify the accuracy of the journal editorial boards listed on their respective webpages. Five categories, as well as the totals for each journal, were analyzed for the proportion of women versus men: editor-in-chief, associate editor, deputy editor, and section editor, and other. RESULTS Women comprised the minority of positions on women's health editorial boards. Of the total 1440 board members included, 602 members (42%) were women and 838 members (58%) were men. Women occupied 54 of 132 editor-in-chief positions (41%), 257 of 596 associate editor positions (43%), 13 of 42 deputy editor positions (30%), 46 of 120 section editor positions (38%), and 232 of 549 other editor positions (42%). CONCLUSION Although the sex gap in leadership in medicine is improving, it is still present. Our findings suggest that women are underrepresented as editors at most levels in women's health journals centered on topics such as reproductive health, obstetrics and gynecology, perinatology, gynecological oncology, and breastfeeding. With sponsorship/mentorship for women, flexible scheduling, and considerate thought in leadership appointment, this sex gap will continue to improve.
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Affiliation(s)
- Madison Grinnell
- Department of Dermatology, University of Nebraska Medical Center, Omaha, Nebraska
| | - Shauna Higgins
- Department of Dermatology, University of Nebraska Medical Center, Omaha, Nebraska
| | - Kelli Yost
- Department of Dermatology, University of Nebraska Medical Center, Omaha, Nebraska
| | - Olivia Ochuba
- Creighton University School of Medicine, Omaha, Nebraska
| | - Marissa Lobl
- Department of Dermatology, University of Nebraska Medical Center, Omaha, Nebraska
| | - Pearl Grimes
- Vitiligo & Pigmentation Institute, Los Angeles, California
| | - Ashley Wysong
- Department of Dermatology, University of Nebraska Medical Center, Omaha, Nebraska
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McDaniel CE, Rooholamini SN, Desai AD, Reddy S, Marshall SG. A Qualitative Evaluation of a Clinical Faculty Mentorship Program Using a Realist Evaluation Approach. Acad Pediatr 2020; 20:104-112. [PMID: 31430549 DOI: 10.1016/j.acap.2019.08.008] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 08/27/2018] [Revised: 02/20/2019] [Accepted: 08/10/2019] [Indexed: 11/25/2022]
Abstract
OBJECTIVE Clinically focused faculty (full-time clinical faculty and clinician educators) comprise an increasing proportion of academic faculty, yet they underutilize mentorship nationally. The aims of this study were to test and refine a program theory for an institutional mentorship program for junior clinically focused faculty and to understand the facilitators and barriers of sustained participation. METHODS We conducted a qualitative study using a realist evaluation approach. Between July and December 2017, we performed in-depth semistructured interviews of 2 participant groups from a junior faculty mentorship program at our institution: 1) those who attended more than two thirds of the program sessions; and 2) those who only attended 1 session. We used inductive thematic analysis to identify key context and program mechanisms that led to meaningful outcomes for faculty mentorship. RESULTS We interviewed 23 junior faculty representing 15 pediatric specialties. We identified 4 contextual themes (past personal experience, current competing priorities, institutional culture, and gaps in support and resources), 3 mechanisms (connecting with faculty, sharing ideas and strategies, and self-reflecting), and 3 outcomes (sense of community, acquired tools and skills, and broadened perspectives), which we organized into a programmatic theory representing the program's impact on participants. Themes that emerged were consistent between both groups. CONCLUSIONS A mentorship program that provided junior faculty with opportunities to connect, share ideas and strategies, and self-reflect led to improvement in meaningful outcomes for clinically focused faculty. Our program theory provides a basis for institutions seeking to build a mentorship program targeted towards this increasing proportion of junior faculty.
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Affiliation(s)
- Corrie E McDaniel
- Department of Pediatrics (CE McDaniel, SN Rooholamini, AD Desai, and SG Marshall), University of Washington, Seattle, Wash.
| | - Sahar N Rooholamini
- Department of Pediatrics (CE McDaniel, SN Rooholamini, AD Desai, and SG Marshall), University of Washington, Seattle, Wash
| | - Arti D Desai
- Department of Pediatrics (CE McDaniel, SN Rooholamini, AD Desai, and SG Marshall), University of Washington, Seattle, Wash
| | - Sandeep Reddy
- School of Medicine (S Reddy), Deakin University, Australia
| | - Susan G Marshall
- Department of Pediatrics (CE McDaniel, SN Rooholamini, AD Desai, and SG Marshall), University of Washington, Seattle, Wash
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25
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Gender distribution in psychiatry journals' editorial boards worldwide. Compr Psychiatry 2019; 94:152119. [PMID: 31473553 DOI: 10.1016/j.comppsych.2019.152119] [Citation(s) in RCA: 50] [Impact Index Per Article: 10.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 04/01/2019] [Revised: 08/07/2019] [Accepted: 08/13/2019] [Indexed: 11/21/2022] Open
Abstract
Gender disparity has been documented in advanced doctoral degrees, research, and academic positions, and therefore, it can logically be deduced that the gender disparity would be found in journals' editorial boards. In this study, we sought to determine the gender distribution in editorial boards of psychiatry journals worldwide. We also studied the academic achievements of editorial board members by comparing professional background, education level, and research productivity indices. We analyzed the gender of editorial members of 119 psychiatry journals from Clarivate Analytics' Journal Citation Reports. Our data included 8423 editorial board members from which we randomly selected 10% editorial board members to represent the full sample for further analyses. Overall, women represented 30.4% of editorial board and approximately 30% in each category: (1) Editor-in-chief/deputies, (2) Associate/section editors, (3) Editorial board*, and (4) Advisory board. The majority (65%) of men were M.D. psychiatrists, and women (58%) were Ph.D. psychologists. Women in editorial leadership positions (Category 1 & 2) were correlated with fewer women in editorial or advisory boards. Women had half the mean number of publications than men while serving journals with approximately the same mean impact factor. Our study results show that, besides gender disparity, gender bias does not exist in the psychiatry journal editorial boards. Given the implication of the editorial board position on science, academic advancement, and networking, this disparity remains detrimental to achieving equity, diversity, and inclusion in academic psychiatry.
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Shieh C, Cullen DL. Mentoring Nurse Faculty: Outcomes of a Three-Year Clinical Track Faculty Initiative. J Prof Nurs 2019; 35:162-169. [DOI: 10.1016/j.profnurs.2018.11.005] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/04/2018] [Revised: 11/08/2018] [Accepted: 11/28/2018] [Indexed: 10/27/2022]
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Paracha M, Hirsch AE, Tseng JF, McAneny DB, Sachs TE. Scholarly impact of student authorship on surgical research. Am J Surg 2019; 217:175-179. [DOI: 10.1016/j.amjsurg.2018.07.045] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/24/2018] [Revised: 07/24/2018] [Accepted: 07/27/2018] [Indexed: 10/28/2022]
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Brown C, Harries RL, Abdelrahman T, Thomas C, Pollitt MJ, Lewis WG. Surgical gender gap: a curriculum concordance and career vector perspective. Postgrad Med J 2018; 94:483-488. [PMID: 30355590 DOI: 10.1136/postgradmedj-2017-135437] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/10/2017] [Revised: 05/11/2018] [Accepted: 07/31/2018] [Indexed: 11/03/2022]
Abstract
INTRODUCTION Women's participation in medicine has increased dramatically during the last 50 years, yet Office for National Statistics data (2016) regarding annual pay continue to show an unequivocal 34% deficit in female doctors' remuneration compared with their male counterparts. This study aimed to identify whether there are measurable differences in the training, career vectors and profiles of higher general surgical trainees (HSTs), related to gender. METHOD The Deanery roster supplemented with Intercollegiate Surgical Curriculum Programme and Scopus data was used to identify the profiles of 101 consecutive HSTs (38 women, 63 men, single UK deanery). Primary outcome measures were training programme attrition rate, time to completion of training and achievement of third level 4 competence (3L4C) in indicative operations. Secondary outcomes were publication number, citations and Hirsch Indices (HIs). RESULTS Attrition rates were similar irrespective of gender (female n=3 (7.9%) vs male n=6 (9.5%), p=0.871). Training duration was on average 16 months longer in women (94 (72-134) months) than men (78 (72-112), p=0.002). Operative learning curve trajectories were similar; median operations required to achieve 3L4C was 380 (f) versus 410 (m, p=1.00). Academic profiles of men were stronger than women, specifically higher degrees; men (n=31, 83.8%), women (n=6, 16.2%, p=0.001); median (range) publication number 8 (0-57) versus 3 (0-38, p=0.003), citations 43 (0-1600) versus 9 (0-774, p=0.001), and HI 3 (0-26) versus 2 (0-12, p=0.002). CONCLUSION A complex variable gender gap was apparent related to time in training and academic profile, but not training attrition or operative learning curve trajectory.
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Affiliation(s)
- Chris Brown
- Wales Post Graduate Medical and Dental Education Deanery School of Surgery, Cardiff University, Cardiff, UK
| | - Rhiannon L Harries
- Wales Post Graduate Medical and Dental Education Deanery School of Surgery, Cardiff University, Cardiff, UK
| | - Tarig Abdelrahman
- Wales Post Graduate Medical and Dental Education Deanery School of Surgery, Cardiff University, Cardiff, UK
| | - Charlotte Thomas
- Wales Post Graduate Medical and Dental Education Deanery School of Surgery, Cardiff University, Cardiff, UK
| | - M John Pollitt
- Wales Post Graduate Medical and Dental Education Deanery School of Surgery, Cardiff University, Cardiff, UK
| | - Wyn G Lewis
- Wales Post Graduate Medical and Dental Education Deanery School of Surgery, Cardiff University, Cardiff, UK
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Sun HH, Pourtaheri N, Janis JE, Becker DB. Do Academic Health Care Systems Really Value Education? A Survey of Academic Plastic Surgeons. PLASTIC AND RECONSTRUCTIVE SURGERY-GLOBAL OPEN 2018; 6:e1948. [PMID: 30534496 PMCID: PMC6250485 DOI: 10.1097/gox.0000000000001948] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/29/2018] [Accepted: 07/27/2018] [Indexed: 11/26/2022]
Abstract
BACKGROUND Although education is critical to the mission of academic medical centers in the United States, it is often not quantified and monetized as are their research and clinical missions. We undertook this survey to assess the perceived valuation of educational endeavors of plastic surgeon faculty at the U.S. academic medical centers. METHODS A survey using Qualtrics software (Qualtrics, Provo, UT) was distributed to faculty members of the American Council of Academic Plastic Surgeons by electronic mail in February 2015. A total of 16 questions included both demographic information and Likert-item questions of perception of valuation of educational activities. For analysis, responses were grouped according to an adapted Net Promoter Score including "unsupportive" (0-6), "neutral" (7-8), and "supportive" (9-10). RESULTS Sixty-five surveys were completed out of a total of 406, with an overall response rate of 16%. Kruskal-Wallis statistical analysis demonstrated that region and rank were not significant in perception of hospital or departmental support for educational activities. Respondents rated their departments as more supportive than their institutions (P < 0.05), and average perceived value rating of institutions was "unsupportive." Financial support was associated with higher ratings with respect to support of institutions and departments. Mid-career faculty displayed a trend toward lower ratings of perception of support. CONCLUSIONS The majority of respondents perceived their institutions and departments as unsupportive of educational effort. Direct compensation to physicians for teaching efforts may improve faculty retention in academia and reduce physician burnout.
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Affiliation(s)
- Helen H. Sun
- From the Case Western Reserve University School of Medicine, Department of Plastic Surgery, Cleveland, Ohio
| | - Navid Pourtaheri
- Department of Plastic Surgery, University Hospitals Cleveland Medical Center, Cleveland, Ohio
| | - Jeffrey E. Janis
- Department of Plastic Surgery, Ohio State University Wexner Medical Center, Columbus, Ohio
| | - Devra B. Becker
- From the Case Western Reserve University School of Medicine, Department of Plastic Surgery, Cleveland, Ohio
- Department of Plastic Surgery, University of Pittsburgh Medical Center; Pittsburgh, Pa
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Cumbler E, Yirdaw E, Kneeland P, Pierce R, Rendon P, Herzke C, Jones CD. What Is Career Success for Academic Hospitalists? A Qualitative Analysis of Early-Career Faculty Perspectives. J Hosp Med 2018; 13:372-377. [PMID: 29350223 DOI: 10.12788/jhm.2924] [Citation(s) in RCA: 20] [Impact Index Per Article: 3.3] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/20/2022]
Abstract
BACKGROUND Understanding the concept of career success is critical for hospital medicine groups seeking to create sustainably rewarding faculty positions. Conceptual models of career success describe both extrinsic (compensation and advancement) and intrinsic (career satisfaction and job satisfaction) domains. How hospitalists define career success for themselves is not well understood. In this study, we qualitatively explore perspectives on how early-career clinician-educators define career success. METHODS We developed a semistructured interview tool of open-ended questions validated by using cognitive interviewing. Transcribed interviews were conducted with 17 early-career academic hospitalists from 3 medical centers to thematic saturation. A mixed deductiveinductive, qualitative, analytic approach was used to code and map themes to the theoretical framework. RESULTS The single most dominant theme participants described was "excitement about daily work," which mapped to the job satisfaction organizing theme. Participants frequently expressed the importance of "being respected and recognized" and "dissemination of work," which were within the career satisfaction organizing theme. The extrinsic organizing themes of advancement and compensation were described as less important contributors to an individual's sense of career success. Ambivalence toward the "academic value of clinical work," "scholarship," and especially "promotion" represented unexpected themes. CONCLUSIONS The future of academic hospital medicine is predicated upon faculty finding career success. Clinician-educator hospitalists view some traditional markers of career advancement as relevant to success. However, early-career faculty question the importance of some traditional external markers to their personal definitions of success. This work suggests that the selfconcept of career success is complex and may not be captured by traditional academic metrics and milestones.
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Affiliation(s)
- Ethan Cumbler
- Division of Hospital Medicine, Department of Medicine, School of Medicine, University of Colorado, Aurora, Colorado, USA.
| | - Essey Yirdaw
- Division of Hospital Medicine, Department of Medicine, School of Medicine, University of Colorado, Aurora, Colorado, USA
| | - Patrick Kneeland
- Division of Hospital Medicine, Department of Medicine, School of Medicine, University of Colorado, Aurora, Colorado, USA
| | - Read Pierce
- Division of Hospital Medicine, Department of Medicine, School of Medicine, University of Colorado, Aurora, Colorado, USA
| | - Patrick Rendon
- Division of Hospital Medicine, Department of Medicine, School of Medicine, University of New Mexico, Albuquerque, New Mexico, USA
| | - Carrie Herzke
- Division of General Internal Medicine, Department of Medicine, School of Medicine, Johns Hopkins University, Baltimore, Maryland, USA
| | - Christine D Jones
- Division of Hospital Medicine, Department of Medicine, School of Medicine, University of Colorado, Aurora, Colorado, USA
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Lam A, Heslin MJ, Tzeng CWD, Chen H. The effects of tenure and promotion on surgeon productivity. J Surg Res 2018; 227:67-71. [PMID: 29804864 DOI: 10.1016/j.jss.2018.02.020] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/10/2017] [Revised: 01/25/2018] [Accepted: 02/13/2018] [Indexed: 11/16/2022]
Abstract
BACKGROUND Studies investigating the impact of promotion and tenure on surgeon productivity are lacking. The aim of this study is to elucidate the relationship of promotion and tenure to surgeon productivity. METHODS We reviewed data for the Department of Surgery at our institution. Relative value units (RVUs) billed per year, publications per year, and grant funding per year were used to assess productivity from 2010 to 2016. We analyzed tenure-track (TT) and non-tenure-track (NT) surgeons and compared the productivity within these groups by rank: assistant professor (ASST), associate professor (ASSOC), and full professor (FULL). Kruskal-Wallis and Mann-Whitney U tests were used to assess significance and relationships between the groups. RESULTS A TT faculty was promoted if they produced more research, with the highest publication rates in TT FULL. TT faculty publishing rates increased from ASST to ASSOC (1 versus 2, P = 0.006) and from ASSOC to FULL (2 versus 4, P < 0.001). There were no differences in the low publication rates among NT ranks. Grant funding was also highest at the TT FULL level. The clinical production (RVUs) was highest between TT ASSOC and NT FULL. TT faculty increased productivity between ASST and ASSOC (7023 versus 8384, P = 0.001) and decreased between ASSOC and FULL (8384 versus 6877, P < 0.001). Among NT faculty, RVUs were stagnant between ASST and ASSOC levels (4877 versus 6313, P = 0.312) and increased between ASSOC and FULL levels (6313 versus 8975, P < 0.001). CONCLUSIONS Tenure and nontenure pathways appear to appropriately incentivize surgical faculty over the course of their advancement. TT FULL has the highest research production and grant funding, whereas NT FULL has the highest clinical production.
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Affiliation(s)
- Adam Lam
- Department of Surgery, University of Alabama at Birmingham, Birmingham, Alabama
| | - Martin J Heslin
- Department of Surgery, University of Alabama at Birmingham, Birmingham, Alabama
| | - Ching-Wei D Tzeng
- Department of Surgical Oncology, University of Texas MD Anderson Cancer Center, Houston, Texas
| | - Herbert Chen
- Department of Surgery, University of Alabama at Birmingham, Birmingham, Alabama.
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Süßenbacher S, Amering M, Gmeiner A, Schrank B. Gender-gaps and glass ceilings: A survey of gender-specific publication trends in Psychiatry between 1994 and 2014. Eur Psychiatry 2017; 44:90-95. [PMID: 28550785 DOI: 10.1016/j.eurpsy.2017.03.008] [Citation(s) in RCA: 16] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 03/09/2017] [Accepted: 03/23/2017] [Indexed: 11/15/2022] Open
Abstract
BACKGROUND Within academic psychiatry, women are underrepresented in the higher academic ranks. However, basic determinants of women's lack of academic advancement such as publication activity are poorly understood. The present study examines women's publication activity in high-impact psychiatry journals over two decades and reports developments in the numbers of male and female authorship over time and across cultural areas. METHODS We conducted a retrospective bibliometric review of all articles published in 2004 and 2014 in three high-ranking general psychiatry journals. Statistical comparisons were made between the two years and with results from a baseline assessment in 1994. RESULTS The overall percentage of female authors increased from 24.6% in 1994 to 33.2% in 2004 to 38.9% in 2014. Though increases in female authorship were statistically significant for both decades, there was less difference between 2004 and 2014, indicating a possible ceiling effect. Rates of female first authors increased between 1994 and 2014, though to a lesser degree between 2004 and 2014. Numbers of female corresponding authors plateaued between 2004 and 2014. Within Europe, Scandinavia displayed the most balanced gender-wise first author ratios. Western European and Central European countries increased their rates of female first authors substantially between 2004 and 2014. CONCLUSIONS Despite gains in some areas, our study reveals considerable deficits in the diversity of the current academic psychiatric landscape. Ongoing efforts and interventions to enhance the participation of underrepresented groups on institutional, political and editorial levels are necessary to diversify psychiatric research.
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Affiliation(s)
- S Süßenbacher
- Department of Psychiatry and Psychotherapy, Division for Social Psychiatry, Medical University of Vienna, Währinger Gürtel 18-20, Vienna, Austria.
| | - M Amering
- Department of Psychiatry and Psychotherapy, Division for Social Psychiatry, Medical University of Vienna, Währinger Gürtel 18-20, Vienna, Austria
| | - A Gmeiner
- Department of Psychiatry and Psychotherapy, Division for Social Psychiatry, Medical University of Vienna, Währinger Gürtel 18-20, Vienna, Austria
| | - B Schrank
- Department of Psychiatry, Karl Landsteiner University of Health Sciences, Landesklinikum Tulln, Alter Ziegelweg 10, Tulln, Austria
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Girod SC, Fassiotto M, Menorca R, Etzkowitz H, Wren SM. Reasons for faculty departures from an academic medical center: a survey and comparison across faculty lines. BMC MEDICAL EDUCATION 2017; 17:8. [PMID: 28073345 PMCID: PMC5223325 DOI: 10.1186/s12909-016-0830-y] [Citation(s) in RCA: 28] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Received: 08/15/2016] [Accepted: 11/24/2016] [Indexed: 05/03/2023]
Abstract
BACKGROUND Faculty departure can present significant intellectual costs to an institution. The authors sought to identify the reasons for clinical and non-clinical faculty departures at one academic medical center (AMC). METHOD In May and June 2010, the authors surveyed 137 faculty members who left a west coast School of Medicine (SOM) between 1999 and 2009. In May and June 2015, the same survey was sent to 40 faculty members who left the SOM between 2010-2014, for a total sample size of 177 former faculty members. The survey probed work history and experience, reasons for departure, and satisfaction at the SOM versus their current workplace. Statistical analyses included Pearson's chi-square test of independence and independent sample t-tests to understand quantitative differences between clinical and non-clinical respondents, as well as coding of qualitative open-ended responses. RESULTS Eighty-eight faculty members responded (50%), including three who had since returned to the SOM. Overall, professional and advancement opportunities, salary concerns, and personal/family reasons were the three most cited factors for leaving. The average length of time at this SOM was shorter for faculty in clinical roles, who expressed lower workplace satisfaction and were more likely to perceive incongruence and inaccuracy in institutional expectations for their success than those in non-clinical roles. Clinical faculty respondents noted difficulty in balancing competing demands and navigating institutional expectations for advancement as reasons for leaving. CONCLUSIONS AMCs may not be meeting faculty needs, especially those in clinical roles who balance multiple missions as clinicians, researchers, and educators. Institutions should address the challenges these faculty face in order to best recruit, retain, and advance faculty.
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Affiliation(s)
- Sabine C Girod
- Department of Surgery, Stanford University School of Medicine, 94305, Stanford, CA, USA.
| | - Magali Fassiotto
- Office of Faculty Development and Diversity, Stanford University School of Medicine, 94305, Stanford, CA, USA
| | - Roseanne Menorca
- Department of Surgery, Stanford University School of Medicine, 94305, Stanford, CA, USA
| | - Henry Etzkowitz
- Science and Technology Society Program, Stanford University and International Triple Helix Institute, Palo Alto, CA, USA
| | - Sherry M Wren
- Department of Surgery, Stanford University School of Medicine, 94305, Stanford, CA, USA
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Kim HB, Myung SJ, Yu HG, Chang JY, Shin CS. Influences of faculty evaluating system on educational performance of medical school faculty. KOREAN JOURNAL OF MEDICAL EDUCATION 2016; 28:289-294. [PMID: 27363501 PMCID: PMC5016264 DOI: 10.3946/kjme.2016.34] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 03/18/2016] [Revised: 04/21/2016] [Accepted: 05/23/2016] [Indexed: 06/06/2023]
Abstract
PURPOSE The promotion of educators is challenged by the lack of accepted standards to evaluate the quality and impact of educational activities. Traditionally, promotion is related to research productivity. This study developed an evaluation tool for educational performance of medical school faculty using educator portfolios (EPs). METHODS Design principles and quantitative items for EPs were developed in a consensus workshop. These principles were tested in a simulation and revised based on feedback. The changes of total educational activities following introduction of the system were analyzed. RESULTS A total of 71% faculty members answered the simulation of the system and the score distributed widely (mean±standard deviation, 65.43±68.64). The introduction of new system significantly increased the total educational activities, especially in assistant professors. CONCLUSION The authors offer comprehensive and practical tool for enhancing educational participation of faculty members. Further research for development of qualitative evaluation systems is needed.
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Affiliation(s)
- Hong Bin Kim
- Department of Internal Medicine, Seoul National University College of Medicine, Seoul, Korea
| | - Sun Jung Myung
- Office of Medical Education, Seoul National University College of Medicine, Seoul, Korea
| | - Hyeong Gon Yu
- Department of Ophthalmology, Seoul National University College of Medicine, Seoul, Korea
| | - Ji Young Chang
- Office of Medical Education, Seoul National University College of Medicine, Seoul, Korea
| | - Chan Soo Shin
- Department of Internal Medicine, Seoul National University College of Medicine, Seoul, Korea
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Mylona E, Brubaker L, Williams VN, Novielli KD, Lyness JM, Pollart SM, Dandar V, Bunton SA. Does formal mentoring for faculty members matter? A survey of clinical faculty members. MEDICAL EDUCATION 2016; 50:670-81. [PMID: 27170085 DOI: 10.1111/medu.12972] [Citation(s) in RCA: 13] [Impact Index Per Article: 1.6] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 08/07/2015] [Revised: 10/07/2015] [Accepted: 11/13/2015] [Indexed: 05/26/2023]
Abstract
BACKGROUND Mentoring relationships, for all medical school faculty members, are an important component of lifelong development and education, yet an understanding of mentoring among medical school clinical faculty members is incomplete. This study examined associations between formal mentoring relationships and aspects of faculty members' engagement and satisfaction. It then explored the variability of these associations across subgroups of clinical faculty members to understand the status of mentoring and outcomes of mentoring relationships. The authors hypothesised that academic clinical faculty members currently in formal mentoring relationships experience enhanced employee engagement and satisfaction with their department and institution. METHODS Medical school faculty members at 26 self-selected USA institutions participated in the 2011-2014 Faculty Forward Engagement Survey. Responses from clinical faculty members were analysed for relationships between mentoring status and perceptions of engagement by faculty members. RESULTS Of the 11 953 clinical faculty respondents, almost one-third reported having a formal mentoring relationship (30%; 3529). Most mentored faculty indicated the relationship was important (86%; n = 3027), and over three-fourths were satisfied with their mentoring experience (77%; n = 2722). Mentored faculty members across ranks reported significantly higher levels of satisfaction and more positive perceptions of their roles in the organisation. Faculty members who were not receiving mentoring reported significantly less satisfaction with their workplace environment and lower overall satisfaction. CONCLUSIONS Mentored clinical faculty members have significantly greater satisfaction with their department and institution. This multi-institutional study provides evidence that fostering mentoring opportunities may facilitate faculty members' satisfaction and engagement, which, in turn, may help medical schools retain high-quality faculty staff committed to the multidimensional academic mission.
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Affiliation(s)
- Elza Mylona
- Eastern Virginia Medical School, Norfolk, VA, USA
| | - Linda Brubaker
- Loyola University Chicago Stritch School of Medicine, Maywood, IL, USA
| | | | - Karen D Novielli
- Sidney Kimmel Medical College, Thomas Jefferson University, Philadelphia, PA, USA
| | | | - Susan M Pollart
- University of Virginia Health Systems, Charlottesville, VA, USA
| | - Valerie Dandar
- Association of American Medical Colleges, Washington, DC, USA
| | - Sarah A Bunton
- Association of American Medical Colleges, Washington, DC, USA
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Ibrahim H, Stadler DJ, Archuleta S, Shah NG, Bertram A, Chandrasekhar Nair S, Alkhal A, Ali Al-Mohammed A, Cofrancesco J. Clinician-educators in emerging graduate medical education systems: description, roles and perceptions. Postgrad Med J 2015; 92:14-20. [DOI: 10.1136/postgradmedj-2015-133241] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/07/2015] [Accepted: 10/05/2015] [Indexed: 11/03/2022]
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Abstract
PURPOSE To examine demographic, human capital, organizational, and environmental factors and their ability to predict physician assistant (PA) faculty intent to leave their current position. METHODS The study was a nonexperimental, cross-sectional predictive design. A random sample of 994 PA faculty drawn from the Physician Assistant Education Association (PAEA) database was invited to participate. Descriptive statistics were used to describe the respondents. Exploratory factor analysis was used to determine construct validity of the variables. Multiple regression analysis was used to examine the predictive ability of the independent variables on PA faculty intent to leave. RESULTS The survey response rate was 34.5% (343/994). Data from 271 respondents were available for analysis (27.1%). Exploratory factor analysis identified 6 factors: the independent variables workload, autonomy, distributive justice, role conflict, and organizational support, and the dependent variable intent to leave. Mean Likert scale score for intent to leave was 3.06, indicating a low intent to leave. Regression analysis demonstrated a significant effect of the combination of independent variables on PA faculty intent to leave (F=9.86, P<.0001). The R was 0.40, indicating that approximately 40% of the variance in intent to leave was accounted for by the combination of independent variables in the model. Significant contributors were organizational support (β=-0.41, P<.0001), role conflict (β=0.15, P<.01), and age (β=-0.13, P<.05). CONCLUSION The results of this study demonstrate that organizational support, role conflict, and age are significant predictors of PA faculty intention to leave. These results have implications for faculty development and retention efforts.
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Affiliation(s)
- David Coniglio
- David Coniglio, EdD, PA-C, is an associate professor in the Department of Physician Assistant Practice at Campbell University, Buies Creek, North Carolina. Duane Akroyd, PhD, is a professor in the College of Education at North Carolina State University, Raleigh, North Carolina
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Burden M, Frank MG, Keniston A, Chadaga SR, Czernik Z, Echaniz M, Griffith J, Mintzer D, Munoa A, Spence J, Statland B, Teixeira JP, Zoucha J, Lones J, Albert RK. Gender disparities in leadership and scholarly productivity of academic hospitalists. J Hosp Med 2015; 10:481-5. [PMID: 25755183 DOI: 10.1002/jhm.2340] [Citation(s) in RCA: 31] [Impact Index Per Article: 3.4] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 11/18/2014] [Revised: 02/07/2015] [Accepted: 02/10/2015] [Indexed: 11/06/2022]
Abstract
BACKGROUND Gender disparities still exist for women in academic medicine but may be less evident in younger cohorts. Hospital medicine is a new field, and the majority of hospitalists are <41 years of age. OBJECTIVE To determine whether gender disparities exist in leadership and scholarly productivity for academic hospitalists and to compare the findings to academic general internists. DESIGN Prospective and retrospective observational study. SETTING University programs in the United States. MEASUREMENTS Gender distribution of (1) academic hospitalists and general internists, (2) division or section heads for both specialties, (3) speakers at the 2 major national meetings of the 2 specialties, and (4) first and last authors of articles from the specialties' 2 major journals RESULTS We found equal gender representation of hospitalists and general internists who worked in university hospitals. Divisions or sections of hospital medicine and general internal medicine were led by women at 11/69 (16%) and 28/80 (35%) of university hospitals, respectively (P = 0.008). Women hospitalists and general internists were listed as speakers on 146/557 (26%) and 291/580 (50%) of the presentations at national meetings, respectively (P < 0.0001), first authors on 153/464 (33%) and 423/895 (47%) publications, respectively (P < 0.0001), and senior authors on 63/305 (21%) and 265/769 (34%) articles, respectively (P < 0.0001). CONCLUSIONS Despite hospital medicine being a newer field, gender disparities exist in leadership and scholarly productivity.
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Affiliation(s)
- Marisha Burden
- Division of Hospital Medicine, Denver Health, Denver, Colorado
- Department of Medicine, Denver Health, Denver, Colorado
- Department of Medicine, University of Colorado School of Medicine, Aurora, Colorado
| | - Maria G Frank
- Division of Hospital Medicine, Denver Health, Denver, Colorado
- Department of Medicine, Denver Health, Denver, Colorado
- Department of Medicine, University of Colorado School of Medicine, Aurora, Colorado
| | | | - Smitha R Chadaga
- Department of Medicine, University of Colorado School of Medicine, Aurora, Colorado
- Department of Medicine, Legacy Health, Portland, Oregon
| | - Zuzanna Czernik
- Department of Medicine, University of Colorado School of Medicine, Aurora, Colorado
| | - Marisa Echaniz
- Division of Hospital Medicine, Denver Health, Denver, Colorado
- Department of Medicine, Denver Health, Denver, Colorado
- Department of Medicine, University of Colorado School of Medicine, Aurora, Colorado
| | - Jennifer Griffith
- Division of Hospital Medicine, Denver Health, Denver, Colorado
- Department of Medicine, Denver Health, Denver, Colorado
- Department of Medicine, University of Colorado School of Medicine, Aurora, Colorado
| | - David Mintzer
- Division of Hospital Medicine, Denver Health, Denver, Colorado
- Department of Medicine, Denver Health, Denver, Colorado
- Department of Medicine, University of Colorado School of Medicine, Aurora, Colorado
| | - Anna Munoa
- Division of Hospital Medicine, Denver Health, Denver, Colorado
- Department of Medicine, Denver Health, Denver, Colorado
- Department of Medicine, University of Colorado School of Medicine, Aurora, Colorado
| | - Jeffrey Spence
- Division of Hospital Medicine, Denver Health, Denver, Colorado
- Department of Medicine, Denver Health, Denver, Colorado
- Department of Medicine, University of Colorado School of Medicine, Aurora, Colorado
| | - Barbara Statland
- Division of Hospital Medicine, Denver Health, Denver, Colorado
- Department of Medicine, Denver Health, Denver, Colorado
- Department of Medicine, University of Colorado School of Medicine, Aurora, Colorado
| | - Joao Pedro Teixeira
- Division of Hospital Medicine, Denver Health, Denver, Colorado
- Department of Medicine, Denver Health, Denver, Colorado
- Department of Medicine, University of Colorado School of Medicine, Aurora, Colorado
| | - Jeff Zoucha
- Division of Hospital Medicine, Denver Health, Denver, Colorado
- Department of Medicine, Denver Health, Denver, Colorado
- Department of Medicine, University of Colorado School of Medicine, Aurora, Colorado
| | - Jason Lones
- Rocky Mountain Poison and Drug Center, Denver Health, Denver, Colorado
| | - Richard K Albert
- Department of Medicine, Denver Health, Denver, Colorado
- Department of Medicine, University of Colorado School of Medicine, Aurora, Colorado
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Graham K, Beltyukova S. Development and initial validation of a measure of intention to stay in academia for physician assistant faculty. J Physician Assist Educ 2015; 26:10-8. [PMID: 25715010 DOI: 10.1097/jpa.0000000000000012] [Citation(s) in RCA: 8] [Impact Index Per Article: 0.9] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
Abstract
PURPOSE The purpose of this research was to construct and validate a measure of "intention to stay in academia" for physician assistant faculty members. METHODS The 70-item instrument was developed through a literature review, a qualitative investigation of how experienced physician assistant faculty members conceptualized "intention to stay in academia," and an expert review of survey items. The items were pilot tested on a convenience sample of 53 faculty members from 9 physician assistant programs; the revised survey was then administered to all 1002 physician assistant program faculty members in the United States with physician assistant credentials. Rasch analyses were conducted to examine psychometric properties of the measure and collect evidence of validity. RESULTS The national survey had a 48% response rate, and participants were representative of all physician assistant faculty members. Although the overall instrument demonstrated acceptable construct coverage, good reliability estimates, and adequate fit statistics for the majority of the items, only 36.5% of the variance in the data could be explained by the measure. A subset of 19 items relating to a supportive academic environment ("Supportive Environment" scale) was extracted and met the expectations of the Rasch model. CONCLUSIONS The Supportive Environment scale produced a meaningful progression of indicators of "intention to stay in academia" for physician assistant faculty members and demonstrated characteristics of a linear measure. Administrators can make valid inferences regarding physician assistant faculty intention to stay from the subscale analysis.
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Affiliation(s)
- Karen Graham
- Karen Graham, PhD, PA-C, is a clinical associate professor at the University of Wisconsin-La Crosse Gundersen Mayo PA Program in La Crosse, Wisconsin. Svetlana Beltyukova, PhD, is a professor in the Research and Measurements program at the University of Toledo, Toledo, Ohio
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Ioannidou E, Rosania A. Under-representation of women on dental journal editorial boards. PLoS One 2015; 10:e0116630. [PMID: 25635691 PMCID: PMC4312044 DOI: 10.1371/journal.pone.0116630] [Citation(s) in RCA: 55] [Impact Index Per Article: 6.1] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/06/2014] [Accepted: 12/11/2014] [Indexed: 11/20/2022] Open
Abstract
Introduction Each journal’s editorial and advisory board plays a critical role in resolving gender bias in the peer-review and publication process. Thus, this study aimed to quantify women’s participation in editorial and advisory boards of major dental journals. Gender data on editorial and advisory boards were extracted from major dental journals, which were then categorized by journal specialty focus. The gender of the editor-in-chief and associate editor-in-chief was noted to assess the effect of journal leadership on women’s participation in journal boards. For comparison purposes, data were also obtained regarding the percentage of women faculty for each dental specialty. Results Overall, in the major 69 dental journals, 14.8% of editorial board members were women. An one-way ANOVA analysis revealed statistically significant gender differences between journal specialty categories (p = 0.003) with some dental specialties’ journals demonstrating a relatively high participation of women as editorial board members. There was a significant positive correlation for various dental specialties between women’s representation in editorial and advisory boards and women in similar dental academic specialties (p = 0.02, r2 = 0.55). Furthermore, there was a positive correlation between the presence of women in journal editorial leadership and the percentage of women serving as advisory board members (p = 0.03). Our results confirmed that the under-representation of women on dental journal editorial boards was significantly different between dental science specialties. When there were more women in journal editorial leadership positions, there was a higher participation of women as editorial and advisory board members. Journals should increase the numbers of women on editorial boards in order to secure diversity, improve publication quality and recognize women’s contribution to dental science.
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Affiliation(s)
- Effie Ioannidou
- Division of Periodontology, Dental Clinical Research Center, University of Connecticut Health Center, Farmington, Connecticut, United States of America
- * E-mail:
| | - Amy Rosania
- Advanced Education Program in Periodontology, Division of Periodontology, University of Connecticut Health Center, Farmington, Connecticut, United States of America
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Castiglioni A, Aagaard E, Spencer A, Nicholson L, Karani R, Bates CK, Willett LL, Chheda SG. Succeeding as a Clinician Educator: useful tips and resources. J Gen Intern Med 2013; 28:136-40. [PMID: 22836953 PMCID: PMC3539043 DOI: 10.1007/s11606-012-2156-8] [Citation(s) in RCA: 32] [Impact Index Per Article: 2.9] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 11/26/2011] [Revised: 06/11/2012] [Accepted: 06/19/2012] [Indexed: 10/28/2022]
Abstract
Clinician Educators (CEs) play an essential role in the education and patient care missions of academic medical centers. Despite their crucial role, academic advancement is slower for CEs than for other faculty. Increased clinical productivity demands and financial stressors at academic medical centers add to the existing challenges faced by CEs. This perspective seeks to provide a framework for junior CEs to consider with the goal of maximizing their chance of academic success. We discuss six action areas that we consider central to flourishing at academic medical centers: 1. Clarify what success means and define goals; 2. Seek mentorship and be a responsible mentee; 3. Develop a niche and engage in relevant professional development; 4. Network; 5. Transform educational activities into scholarship; and 6. Seek funding and other resources.
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Affiliation(s)
- Analia Castiglioni
- Division of General Internal Medicine, University of Alabama at Birmingham, Birmingham VA Medical Center, Birmingham, AL, USA.
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Malani PN, Lypson ML. A guide to writing peer-reviewed publications: a common program requirement and resume builder. J Grad Med Educ 2012; 4:541-2. [PMID: 24294438 PMCID: PMC3546590 DOI: 10.4300/jgme-d-12-00270.1] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/06/2022] Open
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Dankoski ME, Palmer MM, Nelson Laird TF, Ribera AK, Bogdewic SP. An expanded model of faculty vitality in academic medicine. ADVANCES IN HEALTH SCIENCES EDUCATION : THEORY AND PRACTICE 2012; 17:633-649. [PMID: 22134490 DOI: 10.1007/s10459-011-9339-7] [Citation(s) in RCA: 17] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 06/28/2011] [Accepted: 11/22/2011] [Indexed: 05/31/2023]
Abstract
Many faculty in today's academic medical centers face high levels of stress and low career satisfaction. Understanding faculty vitality is critically important for the health of our academic medical centers, yet the concept is ill-defined and lacking a comprehensive model. Expanding on previous research that examines vital faculty in higher education broadly and in academic medical centers specifically, this study proposes an expanded model of the unique factors that contribute to faculty vitality in academic medicine. We developed an online survey on the basis of a conceptual model (N = 564) and used linear regression to investigate the fit of the model. We examined the relationships of two predictor variables measuring Primary Unit Climate and Leadership and Career and Life Management with an overall Faculty Vitality index comprised of three measures: Professional Engagement, Career Satisfaction, and Productivity. The findings revealed significant predictive relationships between Primary Unit Climate and Leadership, Career and Life Management, and Faculty Vitality. The overall model accounted for 59% of the variance in the overall Faculty Vitality Index. The results provide new insights into the developing model of faculty vitality and inform initiatives to support faculty in academic medical centers. Given the immense challenges faced by faculty, now more than ever do we need reliable evidence regarding what sustains faculty vitality.
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Affiliation(s)
- Mary E Dankoski
- Indiana University School of Medicine, Indianapolis, 46202, USA.
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Abstract
BACKGROUND The clinical collaborations among hospitalist physicians create opportunities for peer evaluation. We conducted this study to generate validity evidence for a scale that allows for peer assessment of professional performance. METHODS All of the hospitalist physicians working for >1 year at our hospital were asked to assess each of their physician colleagues along eight domains and name three colleagues whom they would choose to care for a loved one needing hospitalization. A mean composite clinical performance score was generated for each provider. Statistical analyses using the Pearson coefficient were performed. RESULTS The 22 hospitalist physician participants were confident in their ability to assess their peers' clinical skills. There were strong correlations between the domains of clinical excellence (r > 0.5, P < 0.05). Being selected as a doctor whom colleagues would choose to take care of their loved ones was highly correlated with high scores in the domains of humanism, diagnostic acumen, signouts/handoffs, and passion for clinical medicine, and higher composite clinical performance scores (all r > 0.5, P < 0.05). High scores on the Press Ganey questions correlated with peer assessment of humanism (r = .78, P = 0.06). CONCLUSIONS The correlation among scale items, the composite clinical performance score, and the variable "a doctor whom you would choose to care for a loved one" provides validity evidence to our assessment scale. Such measurements may allow hospitalist groups to identify top performers who could be recognized, rewarded, and held up as role models and weaker performers who may need focused training or remediation.
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Abstract
OBJECTIVE To estimate promotion rates of physician faculty members in obstetrics and gynecology during the past 30 years METHODS Data were collected annually by the Association of American Medical Colleges from every school between 1980 and 2009 for first-time assistant and associate professors to determine whether and when they were promoted. Data for full-time physician faculty were aggregated by decade (1980-1989, 1990-1999, 2000-2009). Faculty were included if they remained in academia for 10 years after beginning in rank. Data were analyzed by constructing estimated promotion curves and extracting 6-year and 10-year promotion rates. RESULTS The 10-year promotion rates (adjusted for attrition) declined significantly for assistant professors from 35% in 1980-1989 to 32% in 1990-1999 to 26% in 2000-2009 (P<.001), and for associate professors from 37% to 32% to 26%, respectively (P<.005). These declines most likely resulted from changes in faculty composition. The most recent 15 years saw a steady increase in the proportion of entry-level faculty who were women (now 2:1) and primarily on the nontenure track. The increasing number of faculty in general obstetrics and gynecology had lower promotion probabilities than those in the subspecialties (odds ratio 0.16; P<.001). Female faculty on the nontenure track had lower promotion rates than males on the nontenure track, males on the tenure track, and females on the tenure track (odds ratio 0.8 or less; P<.01). CONCLUSION A decline in promotion rates during the past 30 years may be attributable to changes in faculty composition. LEVEL OF EVIDENCE II.
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Wright SM, Gozu A, Burkhart K, Bhogal H, Hirsch GA. Clinicians' perceptions about how they are valued by the academic medical center. Am J Med 2012; 125:210-6. [PMID: 22269624 DOI: 10.1016/j.amjmed.2011.10.014] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 08/12/2011] [Accepted: 10/12/2011] [Indexed: 12/21/2022]
Affiliation(s)
- Scott M Wright
- Division of General Internal Medicine, Johns Hopkins Bayview Medical Center, Johns Hopkins University School of Medicine, Baltimore, MD, USA.
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Rubio DM, Primack BA, Switzer GE, Bryce CL, Seltzer DL, Kapoor WN. A comprehensive career-success model for physician-scientists. ACADEMIC MEDICINE : JOURNAL OF THE ASSOCIATION OF AMERICAN MEDICAL COLLEGES 2011; 86:1571-6. [PMID: 22030759 PMCID: PMC3228877 DOI: 10.1097/acm.0b013e31823592fd] [Citation(s) in RCA: 37] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 05/10/2023]
Abstract
With today's focus on the translation of basic science discoveries into clinical practice, the demand for physician-scientists is growing. Yet, physicians have always found it challenging to juggle the demands of clinical care with the time required to perform research. The Research on Careers Workgroup of the Institute for Clinical Research Education at the University of Pittsburgh developed a comprehensive model for career success that would address, and allow for the evaluation of, the personal factors, organizational factors, and their interplay that contribute to career success. With this model, leaders of training programs could identify early opportunities for intervening with potential physician-scientists to ensure career success. Through an iterative process described in this article, the authors identified and examined potential models for career success from the literature, added other elements determined to be significant, and developed a comprehensive model to assess factors associated with career success for physician-scientists. The authors also present examples of ways in which this model can be adapted and applied to specific situations to assess the effects of different factors on career success.
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Affiliation(s)
- Doris M Rubio
- Data Center, Center for Research on Health Care, University of Pittsburgh School of Medicine, Pittsburgh, Pennsylvania 15213, USA.
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Abstract
The role of clinician educators (CEs) in institutions and medical centres continues to be vital without any doubt. Although there has been more than a century since Sir William Osler established the role of the CE and the tradition by encouraging bed-side teaching, there is still a lack of consensus on the attributes that define a 'clinician-educator'. The concept of a superior clinician who is also a dedicated teacher seems to fit the description of a CE but most often seems insufficient to support the CE's academic advancement.
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Affiliation(s)
- I Alexandraki
- Department of Medicine, University of Florida College of Medicine, Jacksonville, FL, USA.
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Leykum LK, Parekh VI, Sharpe B, Boonyasai RT, Centor RM. Tried and true: a survey of successfully promoted academic hospitalists. J Hosp Med 2011; 6:411-5. [PMID: 21916004 DOI: 10.1002/jhm.894] [Citation(s) in RCA: 18] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/09/2022]
Abstract
BACKGROUND Academic hospital medicine is a new and rapidly growing field. Hospitalist faculty members often fill roles not typically held by other academic faculty, maintain heavy clinical workloads, and participate in nontraditional activities. Because of these differences, there is concern about how academic hospitalists may fare in the promotions process. OBJECTIVE To determine factors critical to the promotion of successfully promoted hospitalists who have achieved the rank of either associate professor or professor. DESIGN A cross-sectional survey. PARTICIPANTS Thirty-three hospitalist faculty members at 22 academic medical centers promoted to associate professor rank or higher between 1995 and 2008. MEASUREMENTS Respondents were asked to describe their institution, its promotions process, and the activities contributing to their promotion. We identified trends across respondents. RESULTS Twenty-six hospitalists responded, representing 20 institutions (79% response rate). Most achieved promotion in a nontenure track (70%); an equal number identified themselves as clinician-administrators and clinician educators (40%). While hospitalists were engaged in a wide range of activities in the traditional domains of service, education, and research, respondents considered peer-reviewed publication to be the most important activity in achieving promotion. Qualitative responses demonstrated little evidence that being a hospitalist was viewed as a hindrance to promotion. CONCLUSIONS Successful promotion in academic hospital medicine depends on accomplishment in traditional academic domains, raising potential concerns for academic hospitalists with less traditional roles. This study may provide guidance for early-career academic hospitalists and program leaders.
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Affiliation(s)
- Luci K Leykum
- Department of Medicine, South Texas Veterans Health Care System, University of Texas Health Science Center at San Antonio, San Antonio, Texas, USA.
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Aleixandre Benavent R, Alonso Arroyo A, Anguita Sánchez M, Bolaños Pizarro M, Heras M, González Alcalde G, Macaya Miguel C, Navarro Molina C, Castelló Cogollos L, Valderrama Zurián JC, Chorro Gascó FJ, Bertomeu Martínez V, Salvador Taboada MJ, Plaza Celemín L, Pérez-Villacastín J, Cequier Fillat A, Varela Román A, Laraudogoitia Zaldumbide E, Morell Cabedo S. [Evolution and scientific impact of research grants from the spanish society of cardiology and spanish heart foundation (2000-2006)]. Rev Esp Cardiol 2011; 64:904-15. [PMID: 21723655 DOI: 10.1016/j.recesp.2011.03.024] [Citation(s) in RCA: 7] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/12/2011] [Accepted: 03/14/2011] [Indexed: 11/29/2022]
Abstract
INTRODUCTION AND OBJECTIVES The Sociedad Española de Cardiología (Spanish Society of Cardiology) every year awards grants to finance research in the field of cardiovascular diseases. The aim of this study is to identify the impact of these investments during the period 2000-2006 from the subsequently published articles in scientific journals. METHODS Using the identifying data of each project as search terms, all articles that resulted from these grants were located in the Spanish Índice Médico Español and Índice Bibliográfico Español en Ciencias de la Salud databases, and in Science Citation Index-Expanded and Scopus. Descriptive statistical analysis of these articles included type of grant, number and amount awarded per year, and the recipient's sex and institutional affiliation. RESULTS The Sociedad Española de Cardiología awarded €3,270,877 to 207 recipients, an average annual total of €467,268. We identified 231 publications that resulted from 123 (59.42%) of these grants. The average number of articles per grant awarded was 1.12, and 1.9 when taking into account only the awards that led to publication. CONCLUSIONS During the period 2000 to 2006, the Sociedad Española de Cardiología/ Fundación Española del Corazón (Spanish Heart Foundation) provided about €500,000 per year to fund research grants, thereby contributing to the fight against cardiovascular diseases. Almost 60% of grants have led to publications, 73% of which were published in international journals, and 91.34% in national or international journals with an impact factor in the Journal Citation Reports.
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Affiliation(s)
- Rafael Aleixandre Benavent
- Unidad de Información e Investigación Social y Sanitaria-UISYS, CSIC-Universidad de Valencia, Valencia, España.
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