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Pololi LH, Evans AT, Civian JT, Cooper LA, Gibbs BK, Ninteau K, Dagher RK, Bloom-Feshbach K, Brennan RT. Are researchers in academic medicine flourishing? A survey of midcareer Ph.D. and physician investigators. J Clin Transl Sci 2023; 7:e105. [PMID: 37251000 PMCID: PMC10225255 DOI: 10.1017/cts.2023.525] [Citation(s) in RCA: 3] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/20/2022] [Revised: 03/17/2023] [Accepted: 04/03/2023] [Indexed: 05/31/2023] Open
Abstract
Introduction Midcareer research faculty are a vital part of the advancement of science in U.S. medical schools, but there are troubling trends in recruitment, retention, and burnout rates. Methods The primary sampling frame for this online survey was recipients of a single R01 or equivalent and/or K-award from 2013 to 2019. Inclusion criteria were 3-14 years at a U.S. medical school and rank of associate professor or two or more years as assistant professor. Forty physician investigators and Ph.D. scientists volunteered for a faculty development program, and 106 were propensity-matched controls. Survey items covered self-efficacy in career, research, work-life; vitality/burnout; relationships, inclusion, trust; diversity; and intention to leave academic medicine. Results The majority (52%) reported receiving poor mentoring; 40% experienced high burnout and 41% low vitality, which, in turn, predicted leaving intention (P < 0.0005). Women were more likely to report high burnout (P = 0.01) and low self-efficacy managing work and personal life (P = 0.01) and to be seriously considering leaving academic medicine than men (P = 0.003). Mentoring quality (P < 0.0005) and poor relationships, inclusion, and trust (P < 0.0005) predicted leaving intention. Non-underrepresented men were very likely to report low identity self-awareness (65%) and valuing differences (24%) versus underrepresented men (25% and 0%; P < 0.0005). Ph.D.s had lower career advancement self-efficacy than M.D.s (P < .0005). Conclusions Midcareer Ph.D. and physician investigators faced significant career challenges. Experiences diverged by underrepresentation, gender, and degree. Poor quality mentoring was an issue for most. Effective mentoring could address the concerns of this vital component of the biomedical workforce.
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Affiliation(s)
| | | | | | - Lisa A. Cooper
- John Hopkins University School of Medicine and Bloomberg School of Public Health, Baltimore, Maryland, USA
| | - Brian K. Gibbs
- UMass Memorial Health Care, Worcester, Massachusetts, USA
| | - Kacy Ninteau
- Brandeis University, Waltham, Massachusetts, USA
| | - Rada K. Dagher
- National Institute on Minority Health Disparities (Division of Clinical and Health Services Research), National Institutes of health, USA
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Leading Emerging and Diverse Scientists to Success: Results from LEADS alumni. J Clin Transl Sci 2023; 7:e39. [PMID: 36845299 PMCID: PMC9947607 DOI: 10.1017/cts.2022.513] [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] [Received: 08/23/2022] [Revised: 11/17/2022] [Accepted: 11/21/2022] [Indexed: 02/12/2023] Open
Abstract
Purpose In 2015, the University of Pittsburgh partnered with several Minority Serving Institutions to develop the Leading Emerging and Diverse Scientists to Success (LEADS) Program. LEADS was designed to provide skills development, mentoring, and networking support to early career underrepresented faculty. Method LEADS included three components: skills training (e.g., grant and manuscript writing and team science), mentoring, and networking opportunities. Scholars completed a pre- and post-test survey and an annual alumni survey that included measures on burnout, motivation, leadership, professionalism, mentoring, job and career satisfaction, networking, and an assessment of their research self-efficacy. Results Scholars demonstrated a significant increase in their research self-efficacy having completed all the modules (t = 6.12; P < 0.001). Collectively, LEADS scholars submitted 73 grants and secured 46 grants for a 63% success rate. Most scholars either agreed or strongly agreed that their mentor was effective in helping to develop their research skills (65%) and provided effective counseling (56%). Scholars did experience increased burnout with 50% feeling burned out at the exit survey (t = 1.42; P = 0.16) and 58% reporting feelings of burnout at the most recent survey in 2020 (t = 3.96; P < 0.001). Conclusions Our findings support the claim that participation in LEADS enhanced critical research skills, provided networking and mentoring opportunities, and contributed to research productivity for scientists from underrepresented backgrounds.
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Early-Career Complementologists (ECCO) - Past achievements and future directions. Mol Immunol 2022; 151:158-165. [PMID: 36162224 DOI: 10.1016/j.molimm.2022.08.012] [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: 05/09/2022] [Revised: 08/04/2022] [Accepted: 08/15/2022] [Indexed: 10/31/2022]
Abstract
The Early-Career Complementologists (ECCO) is a task force that was established, in close collaboration with the European Complement Network (ECN) and the International Complement Society (ICS), with the specific mission to support and connect early-career researchers (ECRs) in the complement field. ECRs are junior scientists at the early stages of their training which include undergraduate as well as graduate students, Ph.D. graduates, and post-doctoral fellows. This unique population within the scientific community represents the next generation of scientific leaders. However, ECRs are faced with key challenges and the COVID-19 pandemic has disproportionately impacted them. In this paper, we provide further insight into specific needs and challenges of ECRs in the complement field. We surveyed 52 ECRs in the complement field and assessed their perceptions of 1) mentor and peer support, 2) working conditions as well as 3) career interests and prospects. Furthermore, we review the various activities carried out by ECCO over the past years such as our social media presence, social events, and newly-created awards. We also discuss the future activities and events to be carried out by ECCO. Through these initiatives and activities, ECCO strives to boost collaborations between ECRs, provide recognition, and improve the visibility of their work. In addition, continuous joint efforts must also be made by the scientific community, research institutes, and funding organizations to nurture and invest in ECRs.
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Chatzea VE, Mechili EA, Melidoniotis E, Petrougaki E, Nikiforidis G, Argyriadis A, Sifaki-Pistolla D. Recommendations for young researchers on how to better advance their scientific career: A systematic review. POPULATION MEDICINE 2022. [DOI: 10.18332/popmed/152571] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/24/2022] Open
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Sifaki-Pistolla D, Mechili EA, Melidoniotis E, Argyriadis A, Patelarou E, Chatzea VE. Participatory Action Research for Tackling Distress and Burnout in Young Medical Researchers: Normative Beliefs before and during the Greek Financial Crisis. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph191710467. [PMID: 36078181 PMCID: PMC9517749 DOI: 10.3390/ijerph191710467] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 07/19/2022] [Revised: 08/16/2022] [Accepted: 08/20/2022] [Indexed: 05/06/2023]
Abstract
(1) Background: We aimed to explore Young medical researchers (YMR) normative beliefs and perceived causes of distress and burnout, prior and during the financial crisis in Greece, and to assess their views on Participatory Action Research (PAR) interventions towards tackling these disorders. (2) Methods: A Participatory Learning and Action (PLA) methodology was performed in two time periods (prior crisis: December 2008; during crisis: February-March 2017). In both time periods, three different groups (Group 1: females, Group 2: males, Group 3: mixed) of 5-7 participants and two sessions (≈1 h/session) per group took place in each site. Overall, 204 sessions with 1036 YMR were include in the study. (3) Results: Several socio-demographic characteristics of YMR altered during the crisis (lower income, higher smoking/alcohol consumption, etc.). The majority of YMR conceived distress and burnout as serious syndromes requiring professional support. Feeling very susceptible and the necessity for establishing PAR interventions were frequently reported during the crisis. Numerous (a) barriers and (b) cues to action were mentioned: (a) lack of time, money and support from friends/family/colleagues (b) being extensively informed about the intervention, participation of their collaborators, and raising awareness events. (4) Conclusions: The changing pattern of Greek YMR's beliefs and needs during the crisis stresses the necessity of interventions to tackle distress and burnout. Effectiveness of these interventions could be enhanced by the suggested cues to action that emerged from this study.
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Affiliation(s)
- Dimitra Sifaki-Pistolla
- Clinic of Social and Family Medicine, School of Medicine, University of Crete, 71003 Heraklion, Crete, Greece
- School of Health Sciences, Frederick University, Nicosia 3080, Cyprus
- Department of Healthcare, Faculty of Health, University of Vlora, 9401 Vlora, Albania
- Correspondence: ; Tel.: +30-2810-394613
| | - Enkeleint A. Mechili
- Clinic of Social and Family Medicine, School of Medicine, University of Crete, 71003 Heraklion, Crete, Greece
- Department of Healthcare, Faculty of Health, University of Vlora, 9401 Vlora, Albania
| | | | | | - Evridiki Patelarou
- Department of Nursing, School of Health Sciences, Hellenic Mediterranean University, 71004 Heraklion, Crete, Greece
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ECCO - A new initiative to support early-career researchers in the complement field. Mol Immunol 2021; 141:104-107. [PMID: 34864446 DOI: 10.1016/j.molimm.2021.11.018] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/26/2021] [Revised: 09/25/2021] [Accepted: 11/27/2021] [Indexed: 11/21/2022]
Abstract
Research on the complement system, like most areas of immunology, has seen tremendous progress over the last decades. Further advances in the complement field will rely on the next generation of scientific leaders, which are today's early-career researchers (ECRs). ECRs are emerging scientists who obtained their PhD degree within the past five years. They represent a distinct population within the scientific community, and accordingly have unique needs. Unfortunately, ECRs are faced with significant challenges that require customized solutions. The current paper provides a snapshot of the major obstacles ECRs face, such as an unhealthy work-life balance, lack of mentor and peer support, and uncertain career prospects. Efforts must consequently be taken to ensure stability and success of ECRs, not only to benefit these researchers in the early stages of their career, but the entire field of complement research. The Early-Career Complementologists (ECCO) was, therefore, launched as a new Task Force to support ECRs in the complement field. This new initiative aims to support and connect ECRs in the complement field worldwide. Furthermore, ECCO is supported by both the International Complement Society (ICS) and the European Complement Network (ECN); two professional societies led by scientists investigating the complement system.
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Varpio L, Harvey E, Jaarsma D, Dudek N, Hay M, Day K, Bader Larsen K, Cleland J. Attaining full professor: Women's and men's experiences in medical education. MEDICAL EDUCATION 2021; 55:582-594. [PMID: 33034082 DOI: 10.1111/medu.14392] [Citation(s) in RCA: 12] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 05/01/2020] [Revised: 09/09/2020] [Accepted: 10/03/2020] [Indexed: 06/11/2023]
Abstract
INTRODUCTION The underrepresentation of women among senior faculty members in medical education is a longstanding problem. The purpose of this international qualitative investigation was to explore women and men's experiences of attaining full professorship and to investigate why women remain underrepresented among the senior faculty ranks. METHODS Conducted within a social constructionist orientation, our qualitative study employed narrative analysis. Two female and two male participants working in medical education were recruited from five nations: Australia, Canada, the Netherlands, United Kingdom and United States. All participants held an MD or PhD. During telephone interviews, participants narrated the story of their careers. The five faculty members on the research team were also interviewed. Their narratives were included in analysis, rendering their experiences equal to those of the participants. RESULTS A total of 24 full professors working in medical education were interviewed (n = 15 females and n = 9 males). While some aspects were present across all narratives (ie personal events, career milestones and facilitating and/or impeding factors), participants' experience of those aspects differed by gender. Men did not narrate fatherhood as a role navigated professionally, but women narrated motherhood as intimately connected to their professional roles. Both men and women narrated career success in terms of hard work and overcoming obstacles; however, male participants described promotion as inevitable, whereas women narrated promotion as a tenuous navigation of social structures towards uncertain outcomes. Female and male participants encountered facilitators and inhibitors throughout their careers but described acting on those experiences differently within the cultural contexts they faced. DISCUSSION Our data suggest that female and male participants had different experiences of the work involved in achieving full professor status. Understanding these gendered experiences and their impact on career progression is an important advancement for better understanding what leads to the underrepresentation of women among senior faculty members in medical education.
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Affiliation(s)
- Lara Varpio
- Faculty of Medicine, Center for Health Professions Education, Uniformed Services University of the Health Sciences, Bethesda, MD, USA
| | - Emily Harvey
- Department of Medicine, Uniformed Services University of the Health Sciences, Bethesda, MD, USA
| | - Debbie Jaarsma
- University Medical Center, University of Groningen, Groningen, The Netherlands
| | - Nancy Dudek
- Faculty of Medicine, University of Ottawa, Ottawa, ON, Canada
| | - Margaret Hay
- Faculty of Medicine, Nursing and Health Sciences, Monash University, Clayton, Vic., Australia
| | - Kathy Day
- Faculty of Medicine, University of Ottawa, Ottawa, ON, Canada
| | - Karlen Bader Larsen
- Department of Medicine, Uniformed Services University of the Health Sciences, Bethesda, MD, USA
| | - Jennifer Cleland
- LKC School of Medicine, Nanyang Technological University, Singapore, Singapore
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Lawrence JA, Davis BA, Corbette T, Hill EV, Williams DR, Reede JY. Racial/Ethnic Differences in Burnout: a Systematic Review. J Racial Ethn Health Disparities 2021; 9:257-269. [PMID: 33428158 PMCID: PMC7799165 DOI: 10.1007/s40615-020-00950-0] [Citation(s) in RCA: 9] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/26/2020] [Revised: 12/14/2020] [Accepted: 12/16/2020] [Indexed: 10/29/2022]
Abstract
BACKGROUND Awareness of burnout and its implications within the medical field has been growing. However, an understanding of the prevalence and consequences of burnout among underrepresented minority (URM), specifically underrepresented minority in medicine (UiM) populations, is not readily available. OBJECTIVE To examine literature investigating burnout among UiM compared to non-UiM, with particular attention to which measures of burnout are currently being used for which racial/ethnic groups. METHODS The authors identified peer-reviewed articles, published in English through systematic examination using PubMed, PsycINFO, Countway Discovery Medicine, and Web of Science databases. Studies meeting the inclusion criteria were summarized and study quality was assessed. RESULTS Sixteen studies assessing racial/ethnic differences in burnout were eligible for inclusion. Nearly all studies were cross-sectional (n = 15) in design and conducted among populations in North America (n = 15). Most studies examined burnout among medical students or physicians and used the Maslach Burnout Inventory. Differences in burnout among UiM and non-UiM are inconclusive, although several studies have nuanced findings. CONCLUSION Increased focus on burnout measurement, conceptualization, and mitigation among UiM populations may be useful in improving recruitment, retention, and thriving.
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Affiliation(s)
- Jourdyn A Lawrence
- Office for Diversity Inclusion and Community Partnership, Harvard Medical School, Boston, MA, USA. .,Department of Social and Behavioral Sciences, Harvard T.H. Chan School of Public Health, Harvard University, 677 Huntington Ave, Boston, MA, 02115, USA. .,François-Xavier Bagnoud Center for Health and Human Rights, Harvard University, Boston, MA, USA.
| | - Brigette A Davis
- Department of Social and Behavioral Sciences, Harvard T.H. Chan School of Public Health, Harvard University, 677 Huntington Ave, Boston, MA, 02115, USA.,François-Xavier Bagnoud Center for Health and Human Rights, Harvard University, Boston, MA, USA
| | - Thea Corbette
- Office for Diversity Inclusion and Community Partnership, Harvard Medical School, Boston, MA, USA
| | - Emorcia V Hill
- Office for Diversity Inclusion and Community Partnership, Harvard Medical School, Boston, MA, USA
| | - David R Williams
- Department of Social and Behavioral Sciences, Harvard T.H. Chan School of Public Health, Harvard University, 677 Huntington Ave, Boston, MA, 02115, USA.,African and African American Studies, Harvard University, Cambridge, MA, USA
| | - Joan Y Reede
- Office for Diversity Inclusion and Community Partnership, Harvard Medical School, Boston, MA, USA.,Department of Social and Behavioral Sciences, Harvard T.H. Chan School of Public Health, Harvard University, 677 Huntington Ave, Boston, MA, 02115, USA.,Massachusetts General Hospital, Boston, MA, USA
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Ransdell LB, Lane TS, Schwartz AL, Wayment HA, Baldwin JA. Mentoring New and Early-Stage Investigators and Underrepresented Minority Faculty for Research Success in Health-Related Fields: An Integrative Literature Review (2010-2020). INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:ijerph18020432. [PMID: 33430479 PMCID: PMC7826619 DOI: 10.3390/ijerph18020432] [Citation(s) in RCA: 23] [Impact Index Per Article: 7.7] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 12/12/2020] [Revised: 01/03/2021] [Accepted: 01/04/2021] [Indexed: 12/12/2022]
Abstract
Mentoring to develop research skills is an important strategy for facilitating faculty success. The purpose of this study was to conduct an integrative literature review to examine the barriers and facilitators to mentoring in health-related research, particularly for three categories: new investigators (NI), early-stage investigators (ESI) and underrepresented minority faculty (UMF). PsychINFO, CINAHL and PubMed were searched for papers published in English from 2010 to 2020, and 46 papers were reviewed. Most papers recommended having multiple mentors and many recommended assessing baseline research skills. Barriers and facilitators were both individual and institutional. Individual barriers mentioned most frequently were a lack of time and finding work-life balance. UMF mentioned barriers related to bias, discrimination and isolation. Institutional barriers included lack of mentors, lack of access to resources, and heavy teaching and service loads. UMF experienced institutional barriers such as devaluation of experience or expertise. Individual facilitators were subdivided and included writing and synthesis as technical skills, networking and collaborating as interpersonal skills, and accountability, leadership, time management, and resilience/grit as personal skills. Institutional facilitators included access to mentoring, professional development opportunities, and workload assigned to research. Advocacy for diversity and cultural humility were included as unique interpersonal and institutional facilitators for UMF. Several overlapping and unique barriers and facilitators to mentoring for research success for NI, ESI and UMF in the health-related disciplines are presented.
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Affiliation(s)
- Lynda B. Ransdell
- Center for Health Equity Research, Northern Arizona University, 1395 S Knoles Drive, Suite 140, Flagstaff, AZ 86011, USA; (T.S.L.); (A.L.S.); (H.A.W.); (J.A.B.)
- Department of Health Sciences, Northern Arizona University, 1100 S Beaver St, Flagstaff, AZ 86011, USA
- Correspondence:
| | - Taylor S. Lane
- Center for Health Equity Research, Northern Arizona University, 1395 S Knoles Drive, Suite 140, Flagstaff, AZ 86011, USA; (T.S.L.); (A.L.S.); (H.A.W.); (J.A.B.)
| | - Anna L. Schwartz
- Center for Health Equity Research, Northern Arizona University, 1395 S Knoles Drive, Suite 140, Flagstaff, AZ 86011, USA; (T.S.L.); (A.L.S.); (H.A.W.); (J.A.B.)
- School of Nursing, Northern Arizona University, 202 E Pine Knoll Dr, Flagstaff, AZ 86011, USA
| | - Heidi A. Wayment
- Center for Health Equity Research, Northern Arizona University, 1395 S Knoles Drive, Suite 140, Flagstaff, AZ 86011, USA; (T.S.L.); (A.L.S.); (H.A.W.); (J.A.B.)
- Department of Psychological Sciences, Northern Arizona University, 1100 S Beaver St, Flagstaff, AZ 86011, USA
| | - Julie A. Baldwin
- Center for Health Equity Research, Northern Arizona University, 1395 S Knoles Drive, Suite 140, Flagstaff, AZ 86011, USA; (T.S.L.); (A.L.S.); (H.A.W.); (J.A.B.)
- Department of Health Sciences, Northern Arizona University, 1100 S Beaver St, Flagstaff, AZ 86011, USA
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Anthony L, Atweh G, Bhatia R, Carey LA, Chang JC, Edelman MJ, Kantoff PW, Markham MJ, Messersmith W, Nelson EL, Oettel K, O'Regan R, Verschraegen CF, Vose JM. Benchmarks for Academic Oncology Faculty. JCO Oncol Pract 2020; 17:e440-e444. [PMID: 32997608 DOI: 10.1200/op.20.00020] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/20/2022] Open
Abstract
The role of clinical researchers is vital to cancer progress. The teaching, research, and leadership roles that academic oncologists hold need to be accounted for and appropriately compensated. National metrics are currently inexistent, but are necessary to move the oncology research field forward. Clinical research and routine clinical care must be harmoniously integrated without competing. This article reviews the national landscape of clinical cancer research and proposes a call for action.
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Affiliation(s)
| | - George Atweh
- University of New Mexico Comprehensive Cancer Center, Albuquerque, NM
| | - Ravi Bhatia
- O'Neal Comprehensive Cancer Center, Birmingham, AL
| | - Lisa A Carey
- University of North Carolina Lineberger Comprehensive Cancer Center, Chapel Hill, NC
| | | | | | | | | | | | - Edward L Nelson
- University of California Irvine Chao Family Comprehensive Cancer Center, Orange, CA
| | | | | | | | - Julie M Vose
- University of Nebraska Medical Center, Omaha, NE
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Garcia LC, Shanafelt TD, West CP, Sinsky CA, Trockel MT, Nedelec L, Maldonado YA, Tutty M, Dyrbye LN, Fassiotto M. Burnout, Depression, Career Satisfaction, and Work-Life Integration by Physician Race/Ethnicity. JAMA Netw Open 2020; 3:e2012762. [PMID: 32766802 PMCID: PMC7414389 DOI: 10.1001/jamanetworkopen.2020.12762] [Citation(s) in RCA: 63] [Impact Index Per Article: 15.8] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 12/17/2022] Open
Abstract
IMPORTANCE Previous research suggests that the prevalence of occupational burnout varies by demographic characteristics, such as sex and age, but the association between physician race/ethnicity and occupational burnout is less well understood. OBJECTIVE To investigate possible differences in occupational burnout, depressive symptoms, career satisfaction, and work-life integration by race/ethnicity in a sample of US physicians. DESIGN, SETTING, AND PARTICIPANTS In this cross-sectional study, data for this secondary analysis of 4424 physicians were originally collected from a cross-sectional survey of US physicians between October 12, 2017, and March 15, 2018. The dates of analysis were March 8, 2019, to May 21, 2020. Multivariable logistic regression, including statistical adjustment for physician demographic and clinical practice characteristics, was performed to examine the association between physician race/ethnicity and occupational burnout, depressive symptoms, career satisfaction, and work-life integration. EXPOSURES Physician demographic and clinical practice characteristics included race/ethnicity, sex, age, clinical specialty, hours worked per week, primary practice setting, and relationship status. MAIN OUTCOMES AND MEASURES Physicians with a high score on the emotional exhaustion or depersonalization subscale of the Maslach Burnout Inventory were classified as having burnout. Depressive symptoms were measured using the Primary Care Evaluation of Mental Disorders instrument. Physicians who marked "strongly agree" or "agree" in response to the survey items "I would choose to become a physician again" and "My work schedule leaves me enough time for my personal/family life" were considered to be satisfied with their career and work-life integration, respectively. RESULTS Data were available for 4424 physicians (mean [SD] age, 52.46 [12.03] years; 61.5% [2722 of 4424] male). Most physicians (78.7% [3480 of 4424]) were non-Hispanic White. Non-Hispanic Asian, Hispanic/Latinx, and non-Hispanic Black physicians comprised 12.3% (542 of 4424), 6.3% (278 of 4424), and 2.8% (124 of 4424) of the sample, respectively. Burnout was observed in 44.7% (1540 of 3447) of non-Hispanic White physicians, 41.7% (225 of 540) of non-Hispanic Asian physicians, 38.5% (47 of 122) of non-Hispanic Black physicians, and 37.4% (104 of 278) of Hispanic/Latinx physicians. The adjusted odds of burnout were lower in non-Hispanic Asian physicians (odds ratio [OR], 0.77; 95% CI, 0.61-0.96), Hispanic/Latinx physicians (OR, 0.63; 95% CI, 0.47-0.86), and non-Hispanic Black physicians (OR, 0.49; 95% CI, 0.30-0.79) compared with non-Hispanic White physicians. Non-Hispanic Black physicians were more likely to report satisfaction with work-life integration compared with non-Hispanic White physicians (OR, 1.69; 95% CI, 1.05-2.73). No differences in depressive symptoms or career satisfaction were observed by race/ethnicity. CONCLUSIONS AND RELEVANCE Physicians in minority racial/ethnic groups were less likely to report burnout compared with non-Hispanic White physicians. Future research is necessary to confirm these results, investigate factors contributing to increased rates of burnout among non-Hispanic White physicians, and assess factors underlying the observed patterns in measures of physician wellness by race/ethnicity.
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Affiliation(s)
- Luis C. Garcia
- Office of Faculty Development and Diversity, Stanford University School of Medicine, Stanford, California
| | - Tait D. Shanafelt
- Department of Medicine, Stanford University School of Medicine, Stanford, California
- WellMD Center, Stanford University School of Medicine, Stanford, California
| | - Colin P. West
- Department of Medicine, Mayo Clinic, Rochester, Minnesota
- Department of Health Sciences Research, Mayo Clinic, Rochester, Minnesota
| | | | - Mickey T. Trockel
- Department of Psychiatry, Stanford University School of Medicine, Stanford, California
| | - Laurence Nedelec
- WellMD Center, Stanford University School of Medicine, Stanford, California
| | - Yvonne A. Maldonado
- Office of Faculty Development and Diversity, Stanford University School of Medicine, Stanford, California
- Department of Pediatrics, Stanford University School of Medicine, Stanford, California
| | | | | | - Magali Fassiotto
- Office of Faculty Development and Diversity, Stanford University School of Medicine, Stanford, California
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Arai RJ, de Lourdes Noronha I, Nicolau JC, Schmidt C, de Albuquerque GM, Mahaffey KW, Krieger EM, Júnior JOCA. Academic health centers: integration of clinical research with healthcare and education. Comments on a workshop. Clinics (Sao Paulo) 2018; 73:e515s. [PMID: 30281697 PMCID: PMC6131216 DOI: 10.6061/clinics/2017/e515s] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [MESH Headings] [Track Full Text] [Download PDF] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 03/29/2018] [Accepted: 06/11/2018] [Indexed: 12/02/2022] Open
Affiliation(s)
- Roberto Jun Arai
- Instituto do Cancer do Estado de São Paulo (ICESP), Hospital das Clinicas HCFMUSP, Faculdade de Medicina, Universidade de Sao Paulo, Sao Paulo, SP, BR
- Comissão de Facilitação de Pesquisa Clínica, Hospital das Clinicas HCFMUSP, Faculdade de Medicina, Universidade de Sao Paulo, Sao Paulo, SP, BR
- *Corresponding author. E-mail:
| | - Irene de Lourdes Noronha
- Comissão de Facilitação de Pesquisa Clínica, Hospital das Clinicas HCFMUSP, Faculdade de Medicina, Universidade de Sao Paulo, Sao Paulo, SP, BR
- Laboratório de Nefrologia Celular, Genética e Molecular, Faculdade de Medicina, Universidade de Sao Paulo, Sao Paulo, SP, BR
| | - José Carlos Nicolau
- Comissão de Facilitação de Pesquisa Clínica, Hospital das Clinicas HCFMUSP, Faculdade de Medicina, Universidade de Sao Paulo, Sao Paulo, SP, BR
- Instituto do Coração, Hospital das Clinicas HCFMUSP, Faculdade de Medicina, Universidade de Sao Paulo, Sao Paulo, SP, BR
| | - Charles Schmidt
- Comissão de Facilitação de Pesquisa Clínica, Hospital das Clinicas HCFMUSP, Faculdade de Medicina, Universidade de Sao Paulo, Sao Paulo, SP, BR
- Instituto Central, Hospital das Clinicas HCFMUSP, Faculdade de Medicina, Universidade de São Paulo, Sao Paulo, SP, BR
| | - Gustavo Moreira de Albuquerque
- Instituto do Cancer do Estado de São Paulo (ICESP), Hospital das Clinicas HCFMUSP, Faculdade de Medicina, Universidade de Sao Paulo, Sao Paulo, SP, BR
| | - Kenneth W Mahaffey
- Stanford Center for Clinical Research, Stanford University, California, USA
| | - Eduardo Moacyr Krieger
- Instituto do Coração, Hospital das Clinicas HCFMUSP, Faculdade de Medicina, Universidade de Sao Paulo, Sao Paulo, SP, BR
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Cuellar A, Krist AH, Nichols LM, Kuzel AJ. Effect of Practice Ownership on Work Environment, Learning Culture, Psychological Safety, and Burnout. Ann Fam Med 2018; 16:S44-S51. [PMID: 29632225 PMCID: PMC5891313 DOI: 10.1370/afm.2198] [Citation(s) in RCA: 15] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 06/15/2017] [Revised: 12/15/2017] [Accepted: 12/22/2017] [Indexed: 11/09/2022] Open
Abstract
PURPOSE Physicians have joined larger groups and hospital systems in the face of multiple environmental challenges. We examine whether there are differences across practice ownership in self-reported work environment, a practice culture of learning, psychological safety, and burnout. METHODS Using cross-sectional data from staff surveys of small and medium-size practices that participated in EvidenceNOW in Virginia, we tested for differences in work environment, culture of learning, psychological safety, and burnout by practice type. We conducted weighted multivariate linear regression of outcomes on ownership, controlling for practice size, specialty mix, payer mix, and whether the practice was located in a medically underserved area. We further analyzed clinician and staff responses separately. RESULTS Participating were 104 hospital-owned and 61 independent practices and 24 federally qualified health centers (FQHCs). We analyzed 2,005 responses from practice clinicians and staff, a response rate of 49%. Working in a hospital-owned practice was associated with favorable ratings of work environment, psychological safety, and burnout compared with independent practices. When we examined separately the responses of clinicians vs staff, however, the association appears to be largely driven by staff. CONCLUSIONS Hospital ownership was associated with positive perceptions of practice work environment and lower burnout for staff relative to independent ownership, whereas clinicians in FQHCs perceive a more negative, less joyful work environment and burnout. Our findings are suggestive that clinician and nonclinician staff perceive practice adaptive reserve differently, which may have implications for creating the energy for ongoing quality improvement work.
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Affiliation(s)
- Alison Cuellar
- Department of Health Administration and Policy, George Mason University, Washington, DC
| | - Alex H Krist
- Department of Family Medicine and Population Health, Virginia Commonwealth University, Richmond, Virginia
| | - Len M Nichols
- Department of Health Administration and Policy, George Mason University, Washington, DC
| | - Anton J Kuzel
- Department of Family Medicine and Population Health, Virginia Commonwealth University, Richmond, Virginia
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Stoykov ME, Skarupski KA, Foucher K, Chubinskaya S. Junior Investigators Thinking About Quitting Research: A Survey. Am J Occup Ther 2017; 71:7102280010p1-7102280010p7. [DOI: 10.5014/ajot.2017.019448] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.1] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022] Open
Abstract
Abstract
OBJECTIVE. Junior tenure-track faculty report high levels of stress and low satisfaction; the increasingly competitive funding environment compounds this discontent. We examined factors associated with junior investigators who were thinking about quitting research.
METHOD. Data were collected as part of a program evaluation of an interdisciplinary research mentoring program in an academic medical center.
RESULTS. Of the 62 mentees, 44 responded to the survey (71%). When asked “In the past year, have you considered quitting research?” 39 mentees answered the question; 17 (44%) answered in the affirmative. Those who had considered quitting had lower scores on the Clinical Research Appraisal Inventory–12 (CRAI–12) and job satisfaction and higher scores on burnout. In a regression model, we found that only CRAI–12 scores were significantly, inversely associated with thinking about quitting.
CONCLUSION. Factors associated with thinking about quitting included lower confidence in research skills, reduced job satisfaction, and higher levels of burnout.
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Affiliation(s)
- Mary Ellen Stoykov
- Mary Ellen Stoykov, PhD, MS, OTR/L, is Assistant Professor, Rush University, Chicago, IL;
| | - Kimberly A. Skarupski
- Kimberly A. Skarupski, PhD, MPH, is Associate Dean for Faculty Development; Associate Professor, Department of Medicine (Division of Geriatric Medicine and Gerontology); and Associate Professor, Epidemiology, Bloomberg School of Public Health, Johns Hopkins University, Baltimore, MD
| | - Kharma Foucher
- Kharma Foucher, MD, PhD, is Assistant Professor, Department of Kinesiology and Nutrition, University of Illinois at Chicago
| | - Susan Chubinskaya
- Susan Chubinskaya, PhD, is Associate Provost of Faculty Affairs, Professor of Biochemistry, Department of Pediatrics, Rush University, Chicago, IL
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Edmunds LD, Ovseiko PV, Shepperd S, Greenhalgh T, Frith P, Roberts NW, Pololi LH, Buchan AM. Why do women choose or reject careers in academic medicine? A narrative review of empirical evidence. Lancet 2016; 388:2948-2958. [PMID: 27105721 DOI: 10.1016/s0140-6736(15)01091-0] [Citation(s) in RCA: 191] [Impact Index Per Article: 23.9] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
Women are under-represented in academic medicine. We reviewed the empirical evidence focusing on the reasons for women's choice or rejection of careers in academic medicine. Using a systematic search, we identified 52 studies published between 1985, and 2015. More than half had methodological limitations and most were from North America. Eight main themes were explored in these studies. There was consistent evidence for four of these themes: women are interested in teaching more than in research; participation in research can encourage women into academic medicine; women lack adequate mentors and role models; and women experience gender discrimination and bias. The evidence was conflicting on four themes: women are less interested in research than men; women lose commitment to research as their education and training progress; women are deterred from academic careers by financial considerations; and women are deterred by concerns about work-life balance. Inconsistency of findings across studies suggests significant opportunities to overcome barriers by providing a more enabling environment. We identified substantial gaps in the scientific literature that could form the focus of future research, including shifting the focus from individuals' career choices to the societal and organisational contexts and cultures within which those choices are made; extending the evidence base to include a wider range of countries and settings; and testing the efficacy of interventions.
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Affiliation(s)
- Laurel D Edmunds
- Radcliffe Department of Medicine, Medical Sciences Division, University of Oxford, John Radcliffe Hospital, Oxford, UK
| | - Pavel V Ovseiko
- Radcliffe Department of Medicine, Medical Sciences Division, University of Oxford, John Radcliffe Hospital, Oxford, UK
| | - Sasha Shepperd
- Nuffield Department of Population Health, Medical Sciences Division, University of Oxford, Oxford, UK
| | | | - Peggy Frith
- University of Oxford Medical School, John Radcliffe Hospital, Oxford, UK; Oxford University Hospitals NHS Trust, John Radcliffe Hospital, Oxford, UK
| | - Nia W Roberts
- Bodleian Health Care Libraries, University of Oxford, Oxford, UK
| | - Linda H Pololi
- National Initiative on Gender, Culture and Leadership in Medicine: C-Change, Brandeis University, Women's Studies Research Center, Waltham, MA, USA
| | - Alastair M Buchan
- Radcliffe Department of Medicine, Medical Sciences Division, University of Oxford, John Radcliffe Hospital, Oxford, UK; Oxford University Hospitals NHS Trust, John Radcliffe Hospital, Oxford, UK.
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Chen S, Lin S, Ruan Q, Li H, Wu S. Workplace violence and its effect on burnout and turnover attempt among Chinese medical staff. ARCHIVES OF ENVIRONMENTAL & OCCUPATIONAL HEALTH 2016; 71:330-337. [PMID: 26654585 DOI: 10.1080/19338244.2015.1128874] [Citation(s) in RCA: 37] [Impact Index Per Article: 4.6] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/05/2023]
Abstract
The present study was to evaluate workplace violence and examine its effect on job burnout and turnover attempt among medical staff in China. A total of 2,020 medical employees were selected from Fujian province by using stratified cluster sampling method. The Chinese version of the Workplace Violence Scale and the Maslach Burnout Inventory-General Survey were used to measure the workplace violence and job burnout, respectively. Other potential influencing factors for job burnout and turnover attempt were collected using a structured questionnaire. The incidence of workplace violence among medical staff was 48.0%. Workplace violence had a positive correlation with emotional exhaustion and cynicism and a negative correlation with professional efficacy. Workplace violence, marital status, employment type, working time (≥ 10 h/day), performance recognition, and life satisfaction were significant predictors for turnover attempt among Chinese medical staff.
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Affiliation(s)
- Shiying Chen
- a Department of Epidemiology and Health Statistics , Fujian Provincial Key Laboratory of Environment Factors and Cancer, School of Public Health, Fujian Medical University , Fuzhou , Fujian , China
| | - Shaowei Lin
- a Department of Epidemiology and Health Statistics , Fujian Provincial Key Laboratory of Environment Factors and Cancer, School of Public Health, Fujian Medical University , Fuzhou , Fujian , China
| | - Qishuang Ruan
- b Department of Hematology , Fujian Medical University Union Hospital , Fuzhou , Fujian , China
| | - Huangyuan Li
- c Department of Occupational and Environmental Medicine , School of Public Health, Fujian Medical University , Fuzhou , Fujian , China
| | - Siying Wu
- a Department of Epidemiology and Health Statistics , Fujian Provincial Key Laboratory of Environment Factors and Cancer, School of Public Health, Fujian Medical University , Fuzhou , Fujian , China
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Traill CL, Januszewski AS, Larkins RG, Keech AC, Jenkins AJ. Time to research Australian female physician-researchers. Intern Med J 2015; 46:412-9. [PMID: 26692102 DOI: 10.1111/imj.12986] [Citation(s) in RCA: 7] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/14/2015] [Revised: 12/13/2015] [Accepted: 12/14/2015] [Indexed: 11/29/2022]
Abstract
BACKGROUND Given the concerns that physician-researchers are 'at risk', and ≈50% of Australian medical students are female, the evaluation of female physician-researchers is important. AIMS To compare over time (i) research-related metrics of male and female physician-researchers from Sydney Medical School; and (ii) National Health and Medical Research Council (NHMRC) Project grant leadership by gender. METHODS The Sydney Medical School (SMS) PhD award lists from 1989 to 2012 were cross-referenced with the Australian Health Practitioner Regulation Agency database, and registered medical practitioners were searched for in the Scopus database for publications and H-indexes. The gender of medical-practitioner Chief Investigator A (CIA) in Australia on funded NHMRC Project grants in 1990 to 2014 was also compared. RESULTS Of the medical practitioners awarded University of Sydney PhD, females increased from 14 to 55% in 1989-1990 and 2009-2010 and decreased to 38% in 2011-2012 (overall increase, P = 0.047). PhD award timings relative to MBBS and clinical fellowship completions were similar for both genders (P > 0.05). Post-PhD, as many women as men publish and have similar H-indexes, but women publish fewer papers (0.7 vs 1.0 publications per year, P = 0.028). On medical practitioner-led, funded NHMRC project grants between 1999 and 2014, female CIA increased from 7.5 to 19.5%, P < 0.0001. For the 17% of project grant applications funded to commence in 2014, 21% were medical practitioner-led, of whom 19.5% were female. CONCLUSIONS Since 1989, more female medical practitioners are completing SMS PhD at similar times in their careers to males. However, relative to their male peers, they publish less. Fewer female than male medical practitioner-researchers hold NHMRC Project Grant CIA status nationally, although the rates are increasing. In addressing physician-researcher workforce issues, including retention, attention should be given to factors impacting females.
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Affiliation(s)
- C L Traill
- Sydney Medical School, University of Sydney, Sydney, New South Wales, Australia.,NHMRC Clinical Trials Centre, University of Sydney, Sydney, New South Wales, Australia
| | - A S Januszewski
- Sydney Medical School, University of Sydney, Sydney, New South Wales, Australia.,NHMRC Clinical Trials Centre, University of Sydney, Sydney, New South Wales, Australia
| | - R G Larkins
- Faculty of Medicine, Nursing and Health Sciences, Monash University, Melbourne, Victoria, Australia
| | - A C Keech
- Sydney Medical School, University of Sydney, Sydney, New South Wales, Australia.,NHMRC Clinical Trials Centre, University of Sydney, Sydney, New South Wales, Australia.,Royal Prince Alfred Hospital, University of Sydney, Sydney, New South Wales, Australia
| | - A J Jenkins
- Sydney Medical School, University of Sydney, Sydney, New South Wales, Australia.,NHMRC Clinical Trials Centre, University of Sydney, Sydney, New South Wales, Australia
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Yin HL, Gabrilove J, Jackson R, Sweeney C, Fair AM, Toto R. Sustaining the Clinical and Translational Research Workforce: Training and Empowering the Next Generation of Investigators. ACADEMIC MEDICINE : JOURNAL OF THE ASSOCIATION OF AMERICAN MEDICAL COLLEGES 2015; 90:861-5. [PMID: 26414054 PMCID: PMC4587496 DOI: 10.1097/acm.0000000000000758] [Citation(s) in RCA: 41] [Impact Index Per Article: 4.6] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 05/07/2023]
Abstract
There is mounting concern that clinician-scientists are a vanishing species and that the pipeline for clinical and translational research (CTR) investigators is in jeopardy. For the majority of current junior CTR investigators, the career path involves first obtaining a National Institutes of Health (NIH)-funded K-type career development award, particularly K08 and K23, and subsequently an NIH R01. This transition, popularly referred to as K2R, is a major hurdle with a low success rate and gaps in funding. In this Perspective, the authors identify factors that facilitate K2R transition and important aspects of increasing and sustaining the pipeline of CTR investigators. They also highlight significant differences in success rates of women and those underrepresented in biomedical research. Early career exposure to research methodology, protected time, multidisciplinary mentoring, and institutional "culture shift" are important for fostering and rewarding team science. Mentoring is the single most important contributor to K2R success, and emerging evidence suggests that formal mentor training and team mentoring are effective. Leadership training can empower junior investigators to thrive as independent CTR investigators. Future research should focus on delineating the difference between essential and supplemental factors to achieve this transition, and mentoring methods that foster success, including those that promote K2R transition of women and those underrepresented in biomedical research. The Clinical and Translational Science Awards National Consortium is well positioned to test existing models aimed at shortening the time frame, increasing the rate of K2R transition, and identifying strategies that improve success.
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Affiliation(s)
- Helen L Yin
- H.L. Yin is professor of physiology, codirector, Education Career Development Program, Center for Translational Medicine, and associate dean, Office of Women's Careers, University of Texas Southwestern Medical Center, Dallas, Texas. J. Gabrilove is professor of medicine and oncological services, director, Hematology-Oncology Fellowship Program, director, Clinical Research Education Programs, and codirector, KL2 Scholars and MD/MSCR Programs, Icahn School of Medicine at Mount Sinai, New York, New York. R. Jackson is professor of medicine, associate dean for clinical research, and director, Center for Clinical and Translational Science, Ohio State University, Columbus, Ohio. C. Sweeney is associate professor of internal medicine and codirector, Research Education, Training, and Career Development, Utah Center for Clinical and Translational Science, University of Utah School of Medicine, Salt Lake City, Utah. A.M. Fair is research services consultant II, Vanderbilt Institute for Clinical Translational Research, Vanderbilt University Medical Center, Nashville, Tennessee. R. Toto is professor of internal medicine, codirector, Education Career Development Program, and principal investigator, Clinical Translational Science Award, Center for Translational Medicine, University of Texas Southwestern Medical Center, Dallas, Texas
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Chen CP, Haller S. The role of career counselling in supporting career well-being of nurses. AUSTRALIAN JOURNAL OF CAREER DEVELOPMENT 2015. [DOI: 10.1177/1038416214555772] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
The phenomenon of occupational and career burnout in nurses has received recent attention from academia, the media, and health care practitioners. Research surrounding career burnout often adopts a health perspective and focuses on the psychological well-being of nurses. While acknowledging the vital importance of a health perspective, this article contends that the ability to cultivate a sense of career well-being may act as an antidote to the occupational and career burnout in the nursing profession. To examine the relationship between career burnout and career well-being in nurses, the article explores the many ways career counsellors can be of service to clients in the nursing profession, improving clients’ career well-being via the enhancement of effective coping skills. In particular, the phenomenon of career burnout and its related issues and factors in nurses are identified and analysed. Guided by key tenets from career development theoretical approaches, counselling interventions are proposed to address the unique occupational burnout issue in the nursing profession, aiming to further the career well-being of nurses.
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Primack BA, Colditz JB, Cohen E, Switzer GE, Robinson GFWB, Seltzer DL, Rubio DM, Kapoor WN. Measurement of social capital among clinical research trainees. Clin Transl Sci 2013; 7:33-7. [PMID: 24118964 DOI: 10.1111/cts.12112] [Citation(s) in RCA: 6] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/26/2022] Open
Abstract
While physical and human capital are established as important predictors of success among early-career clinical investigators, less is known about the role of social capital. The authors aimed to develop a brief scale to assess social capital in this population and test its reliability and validity. A three-item assessment was developed based on a conceptual framework and measures of social capital from other fields and was administered to 414 clinical research trainees at the University of Pittsburgh in 2007-2012. The measure exhibited good internal consistency reliability (α = 0.71) and a normal distribution. On a 10-point scale, mean social capital was 6.4 (SD = 1.7). Social capital was significantly associated with 7 of the 9 expected constructs: sex, age, confidence in research skills, work-related motivation, burnout, and social support. Exploratory multivariable regression analysis demonstrated that social capital was most strongly associated with higher research confidence (β = 0.35, p < 0.001), higher extrinsic motivation (β = 0.50, p = 0.003), and lower burnout (ptrend = 0.02). This three-item scale measures social capital in this population with adequate internal consistency reliability, face validity, and construct validity. This brief assessment provides a tool that may be valuable to benchmark social capital of clinical research trainees and to better contextualize programmatic and trainee outcomes.
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Affiliation(s)
- Brian A Primack
- Department of Medicine, Pediatrics, and Clinical and Translational Science, Center for Research on Health Care, University of Pittsburgh School of Medicine, Pittsburgh, Pennsylvania, 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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