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1.
J Nurs Adm ; 52(1): 8-11, 2022 Jan 01.
Artículo en Inglés | MEDLINE | ID: mdl-34910705

RESUMEN

Achieving fellow designation is commonly a career goal for nurse leaders. The path to achievement can be confusing, and once a goal is set, choosing the right designation is important. This column outlines the background of fellow designation, clarifies differences between fellow designation and other career advancement options, and presents ideas for consideration by nurse leaders as they pursue career advancement through fellow designation.


Asunto(s)
Educación de Postgrado en Enfermería , Becas , Objetivos , Liderazgo , Enfermeras Administradoras , Movilidad Laboral , Humanos
4.
PLoS One ; 16(10): e0257582, 2021.
Artículo en Inglés | MEDLINE | ID: mdl-34614001

RESUMEN

A new IoT (Internet of Things) analysis platform is designed based on edge computing and cloud collaboration from the perspective of organizational behavior, to fundamentally understand the relationship between enterprise career maturity and career planning, and meet the actual needs of enterprises. The performance of the proposed model is further determined according to the characteristic of the edge near data sources, with the help of factor analysis, and through the study and analysis of relevant enterprise data. The model is finally used to analyze the relationship between enterprise career maturity and career planning through simulation experiments. The research results prove that career maturity positively affects career planning, and vocational delay of gratification plays a mediating role in career maturity and career planning. Besides, the content of career choice in career maturity is influenced by mental acuity, result acuity and loyalty. The experimental results indicate that when the load at both ends of the edge and cloud exceeds 80%, the edge delay of the IoT analysis platform based on edge computing and cloud collaboration is 10s faster than that of other models. Meanwhile, the system slowdown is reduced by 36% while the stability is increased when the IoT analysis platform analyzes data. The results of the edge-cloud collaboration scheduling scheme are similar to all scheduling to the edge end, which saves 19% of the time compared with cloud computing to the cloud end. In Optical Character Recognition and Aeneas, compared with the single edge-cloud coordination mode, the model with the Nesterov Accelerated Gradient algorithm achieves the optimal performance. Specifically, the communication delay is reduced by about 25% on average, and the communication time decreased by 61% compared with cloud computing to the edge end. This work has significant reference value for analyzing the relationship between enterprise psychology, behavior, and career planning.


Asunto(s)
Movilidad Laboral , Nube Computacional , Internet de las Cosas , Algoritmos , Simulación por Computador , Humanos
5.
FASEB J ; 35(11): e21973, 2021 11.
Artículo en Inglés | MEDLINE | ID: mdl-34624149

RESUMEN

Contemporary science has become increasingly multi-disciplinary and team-based, resulting in unprecedented growth in biomedical innovation and technology over the last several decades. Collaborative research efforts have enabled investigators to respond to the demands of an increasingly complex 21st century landscape, including pressing scientific challenges such as the COVID-19 pandemic. A major contributing factor to the success of team science is the mobilization of core facilities and shared research resources (SRRs), the scientific instrumentation and expertise that exist within research organizations that enable widespread access to advanced technologies for trainees, faculty, and staff. For over 40 years, SRRs have played a key role in accelerating biomedical research discoveries, yet a national strategy that addresses how to leverage these resources to enhance team science and achieve shared scientific goals is noticeably absent. We believe a national strategy for biomedical SRRs-led by the National Institutes of Health-is crucial to advance key national initiatives, enable long-term research efficiency, and provide a solid foundation for the next generation of scientists.


Asunto(s)
Investigación Biomédica/organización & administración , COVID-19 , Colaboración Intersectorial , National Institutes of Health (U.S.)/organización & administración , Pandemias , SARS-CoV-2 , Academias e Institutos/organización & administración , Movilidad Laboral , Congresos como Asunto , Humanos , Políticas , Evaluación de Programas y Proyectos de Salud , Apoyo a la Investigación como Asunto , Sociedades Científicas/organización & administración , Participación de los Interesados , Estados Unidos , Universidades/organización & administración
7.
Artículo en Inglés | MEDLINE | ID: mdl-34639589

RESUMEN

Operating room (OR) nurses' perioperative competence is vital in operation and patient care. This cross-sectional descriptive study aimed to identify perioperative competencies and educational needs for improving competencies according to the clinical ladder. A total of 318 OR nurses in Korean tertiary hospitals were recruited. Data from the self-reported questionnaire of perioperative competencies, measured on a five-point Likert scale, were used. The average score of perioperative competence was 3.78 ± 0.54; among the sub-categories of competencies were collaboration (4.08 ± 0.55), foundational knowledge and skills (3.98 ± 0.56), proficiency (3.87 ± 0.64), empathy (3.77 ± 0.77), professional development (3.65 ± 0.64), and leadership (3.34 ± 0.89). There were significant differences in perioperative competencies according to the clinical ladder as follows: foundational knowledge and skills (p < 0.001), leadership (p < 0.001), collaboration (p = 0.017), proficiency (p < 0.001), and professional development (p < 0.001). The educational needs for foundational knowledge and skills (4.43 ± 0.60) were highest, and educational needs for proficiency (4.26 ± 0.70), collaboration (4.21 ± 0.77), leadership (4.08 ± 0.81), empathy (3.99 ± 0.91), and professional development (3.91 ± 0.76) were noted. The educational needs for improving perioperative competencies by clinical ladder showed a significant difference in leadership (p = 0.026), proficiency (p = 0.045), and professional development (p = 0.002). In order to develop an effective education program for OR nurses, differentiated education designs that reflect perioperative competencies and educational needs per clinical ladder are necessary.


Asunto(s)
Movilidad Laboral , Enfermeras y Enfermeros , Competencia Clínica , Estudios Transversales , Humanos , Quirófanos
8.
PLoS One ; 16(10): e0257340, 2021.
Artículo en Inglés | MEDLINE | ID: mdl-34710102

RESUMEN

Despite the calls for change, there is significant consensus that when it comes to evaluating publications, review, promotion, and tenure processes should aim to reward research that is of high "quality," is published in "prestigious" journals, and has an "impact." Nevertheless, such terms are highly subjective and present challenges to ascertain precisely what such research looks like. Accordingly, this article responds to the question: how do faculty from universities in the United States and Canada define the terms quality, prestige, and impact of academic journals? We address this question by surveying 338 faculty members from 55 different institutions in the U.S. and Canada. While relying on self-reported definitions that are not linked to their behavior, this study's findings highlight that faculty often describe these distinct terms in overlapping ways. Additionally, results show that marked variance in definitions across faculty does not correspond to demographic characteristics. This study's results highlight the subjectivity of common research terms and the importance of implementing evaluation regimes that do not rely on ill-defined concepts and may be context specific.


Asunto(s)
Docentes , Factor de Impacto de la Revista , Canadá , Movilidad Laboral , Humanos , Revisión por Pares , Publicaciones Periódicas como Asunto , Estados Unidos , Universidades
9.
Anesth Analg ; 133(6): 1497-1509, 2021 12 01.
Artículo en Inglés | MEDLINE | ID: mdl-34517375

RESUMEN

Research has shown that women have leadership ability equal to or better than that of their male counterparts, yet proportionally fewer women than men achieve leadership positions and promotion in medicine. The Women's Empowerment and Leadership Initiative (WELI) was founded within the Society for Pediatric Anesthesia (SPA) in 2018 as a multidimensional program to help address the significant career development, leadership, and promotion gender gap between men and women in anesthesiology. Herein, we describe WELI's development and implementation with an early assessment of effectiveness at 2 years. Members received an anonymous, voluntary survey by e-mail to assess whether they believed WELI was beneficial in several broad domains: career development, networking, project implementation and completion, goal setting, mentorship, well-being, and promotion and leadership. The response rate was 60.5% (92 of 152). The majority ranked several aspects of WELI to be very or extremely valuable, including the protégé-advisor dyads, workshops, nomination to join WELI, and virtual facilitated networking. For most members, WELI helped to improve optimism about their professional future. Most also reported that WELI somewhat or absolutely contributed to project improvement or completion, finding new collaborators, and obtaining invitations to be visiting speakers. Among those who applied for promotion or leadership positions, 51% found WELI to be somewhat or absolutely valuable to their application process, and 42% found the same in applying for leadership positions. Qualitative analysis of free-text survey responses identified 5 main themes: (1) feelings of empowerment and confidence, (2) acquisition of new skills in mentoring, coaching, career development, and project implementation, (3) clarification and focus on goal setting, (4) creating meaningful connections through networking, and (5) challenges from coronavirus disease 2019 (COVID-19) and the inability to sustain the advisor-protégé connection. We conclude that after 2 years, the WELI program has successfully supported career development for the majority of protégés and advisors. Continued assessment of whether WELI can meaningfully contribute to attainment of promotion and leadership positions will require study across a longer period. WELI could serve as a programmatic example to support women's career development in other subspecialties.


Asunto(s)
Anestesiólogos , Empoderamiento , Equidad de Género , Liderazgo , Pediatras , Médicos Mujeres , Sexismo , Mujeres Trabajadoras , Actitud del Personal de Salud , COVID-19 , Movilidad Laboral , Femenino , Humanos , Masculino , Mentores , Evaluación de Programas y Proyectos de Salud , Desarrollo de Personal , Encuestas y Cuestionarios
10.
PLoS One ; 16(9): e0257141, 2021.
Artículo en Inglés | MEDLINE | ID: mdl-34506560

RESUMEN

The pursuit of simple, yet fair, unbiased, and objective measures of researcher performance has occupied bibliometricians and the research community as a whole for decades. However, despite the diversity of available metrics, most are either complex to calculate or not readily applied in the most common assessment exercises (e.g., grant assessment, job applications). The ubiquity of metrics like the h-index (h papers with at least h citations) and its time-corrected variant, the m-quotient (h-index ÷ number of years publishing) therefore reflect the ease of use rather than their capacity to differentiate researchers fairly among disciplines, career stage, or gender. We address this problem here by defining an easily calculated index based on publicly available citation data (Google Scholar) that corrects for most biases and allows assessors to compare researchers at any stage of their career and from any discipline on the same scale. Our ε'-index violates fewer statistical assumptions relative to other metrics when comparing groups of researchers, and can be easily modified to remove inherent gender biases in citation data. We demonstrate the utility of the ε'-index using a sample of 480 researchers with Google Scholar profiles, stratified evenly into eight disciplines (archaeology, chemistry, ecology, evolution and development, geology, microbiology, ophthalmology, palaeontology), three career stages (early, mid-, late-career), and two genders. We advocate the use of the ε'-index whenever assessors must compare research performance among researchers of different backgrounds, but emphasize that no single index should be used exclusively to rank researcher capability.


Asunto(s)
Acceso a la Información , Movilidad Laboral , Publicaciones , Investigadores , Algoritmos , Femenino , Humanos , Masculino , Caracteres Sexuales
11.
Pediatrics ; 148(Suppl 2)2021 09.
Artículo en Inglés | MEDLINE | ID: mdl-34470878

RESUMEN

Women in medicine have made progress since Elizabeth Blackwell: the first women to receive her medical degree in the United States in 1849. Yet although women currently represent just over one-half of medical school applicants and matriculates, they continue to face many challenges that hinder them from entering residency, achieving leadership positions that exhibit final decision-making and budgetary power, and, in academic medicine, being promoted. Challenges include gender bias in promotion, salary inequity, professional isolation, bullying, sexual harassment, and lack of recognition, all of which lead to higher rates of attrition and burnout in women physicians. These challenges are even greater for women from groups that have historically been marginalized and excluded, in all aspects of their career and especially in achieving leadership positions. It is important to note that, in several studies, it was indicated that women physicians are more likely to adhere to clinical guidelines, provide preventive care and psychosocial counseling, and spend more time with their patients than their male peers. Additionally, some studies reveal improved clinical outcomes with women physicians. Therefore, it is critical for health care systems to promote workforce diversity in medicine and support women physicians in their career development and success and their wellness from early to late career.


Asunto(s)
Movilidad Laboral , Médicos Mujeres/historia , Sexismo/historia , Recursos Humanos/historia , Femenino , Historia del Siglo XX , Historia del Siglo XXI , Humanos , Medicina
12.
Pediatrics ; 148(Suppl 2)2021 09.
Artículo en Inglés | MEDLINE | ID: mdl-34470879

RESUMEN

Women in medicine experience disparities in the workplace and in achieving leadership roles. They face challenges related to climate and culture, equitable compensation, work-life integration, opportunities for professional development and advancement, and occupational and systemic factors that can lead to burnout. Without specific resources to support women's development and advancement and promote conducive workplace climates, efforts to recruit, retain, and promote women physicians into leadership roles may be futile. This article is designed for 2 audiences: women physicians of all career stages, who are exploring factors that may adversely impact their advancement opportunities, and leaders in academic medicine and health care, who seek to achieve inclusive excellence by fully engaging talent. The need for greater representation of women leaders in medicine is both a moral and a business imperative that requires systemic changes. Individuals and institutional leaders can apply the practical strategies and solutions presented to catalyze successful recruitment, retention, and promotion of women leaders and widespread institutional reform.


Asunto(s)
Centros Médicos Académicos/tendencias , Movilidad Laboral , Docentes Médicos/tendencias , Liderazgo , Médicos Mujeres/tendencias , Femenino , Humanos
13.
Pediatrics ; 148(Suppl 2)2021 09.
Artículo en Inglés | MEDLINE | ID: mdl-34470883

RESUMEN

Despite improvements in representation of women in academic medicine, the rate of promotion and career advancement remains unequal. Compared with their male colleagues, women report lower rates of personal-organizational value alignment and higher rates of burnout. Particular challenges further exist for Black women, Indigenous women, women of color, and third gender or gender nonbinary faculty. Promoting the well-being of women physicians requires innovative approaches beyond the traditional scope of physician well-being efforts and careful attention to the unique barriers women face. Three wellness-oriented models are presented to promote the professional fulfillment and well-being of women physicians: (1) redefine productivity and create innovative work models, (2) promote equity through workplace redesign and burnout reduction, and (3) promote, measure, and improve diversity, equity, and inclusion. By engaging in innovative models for equitable advancement and retention, it is anticipated that diverse groups of women faculty will be better represented at higher levels of leadership and thus contribute to the creation of more equitable work climates, fostering well-being for women physicians.


Asunto(s)
Agotamiento Profesional/prevención & control , Agotamiento Profesional/psicología , Movilidad Laboral , Promoción de la Salud/tendencias , Innovación Organizacional , Médicos Mujeres/psicología , Agotamiento Profesional/diagnóstico , Femenino , Promoción de la Salud/métodos , Humanos , Liderazgo , Médicos Mujeres/tendencias
14.
Pediatrics ; 148(Suppl 2)2021 09.
Artículo en Inglés | MEDLINE | ID: mdl-34470884

RESUMEN

BACKGROUND AND OBJECTIVES: The Women's Wellness through Equity and Leadership (WEL) program was developed as a collaboration between 6 major medical associations in the United States. The goal was to contribute to the creation of equitable work environments for women physicians. The purpose of the current study was to evaluate the pilot implementation of WEL. METHODS: Participants included a diverse group of 18 early career to midcareer women physicians from across medical specialties, 3 from each partner organization. WEL was developed as an 18-month program with 3 series focused on wellness, equity, and leadership and included monthly virtual and in-person meetings. After institutional board review approval, a mixed-methods evaluation design was incorporated, which included postseries and postprogram surveys and in-depth telephone interviews. RESULTS: Participants delineated several drivers of program success, including peer support and/or networks; interconnectedness between the topics of wellness, equity, and leadership; and diversity of participants and faculty. Areas for improvement included more opportunities to connect with peers and share progress and more structured mentorship. Regarding program impact, participants reported increased knowledge and behavior change because of their participation. CONCLUSIONS: This longitudinal, cohort initiative resulted from a successful collaboration between 6 medical associations. Evaluation findings suggest that providing opportunities for women physicians to connect with and support each other while building knowledge and skills can be an effective way to advance wellness, equity, and leadership for women in medicine.


Asunto(s)
Movilidad Laboral , Equidad de Género , Liderazgo , Médicos Mujeres/psicología , Médicos Mujeres/normas , Evaluación de Programas y Proyectos de Salud/métodos , Adulto , Estudios de Cohortes , Femenino , Humanos , Persona de Mediana Edad , Proyectos Piloto
15.
BMC Med Educ ; 21(1): 468, 2021 Sep 02.
Artículo en Inglés | MEDLINE | ID: mdl-34474670

RESUMEN

BACKGROUND: Academic medical centers invest considerably in faculty development efforts to support the career success and promotion of their faculty, and to minimize faculty attrition. This study evaluated the impact of a faculty development program called the Leadership in Academic Medicine Program (LAMP) on participants' (1) self-ratings of efficacy, (2) promotion in academic rank, and (3) institutional retention. METHOD: Participants from the 2013-2020 LAMP cohorts were surveyed pre and post program to assess their level of agreement with statements that spanned domains of self-awareness, self-efficacy, satisfaction with work and work environment. Pre and post responses were compared using McNemar's tests. Changes in scores across gender were compared using Wilcoxon Rank Sum/Mann-Whitney tests. LAMP participants were matched to nonparticipant controls by gender, rank, department, and time of hire to compare promotions in academic rank and departures from the organization. Kaplan Meier curves and Cox proportional hazards models were used to examine differences. RESULTS: There were significant improvements in almost all self-ratings on program surveys (p < 0.05). Greatest improvements were seen in "understand the promotions process" (36% vs. 94%), "comfortable negotiating" (35% vs. 74%), and "time management" (55% vs. 92%). There were no statistically significant differences in improvements by gender, however women faculty rated themselves lower on all pre-program items compared to men. There was significant difference found in time-to-next promotion (p = 0.003) between LAMP participants and controls. Kaplan-Meier analysis demonstrated that LAMP faculty achieved next promotion more often and faster than controls. Cox-proportional-hazards analyses found that LAMP faculty were 61% more likely to be promoted than controls (hazard ratio [HR] 1.61, 95% confidence interval [CI] 1.16-2.23, p-value = 0.004). There was significant difference found in time-to-departure (p < 0.0001) with LAMP faculty retained more often and for longer periods. LAMP faculty were 77% less likely to leave compared to controls (HR 0.23, 95% CI 0.16-0.34, p < 0.0001). CONCLUSIONS: LAMP is an effective faculty development program as measured subjectively by participant self-ratings and objectively through comparative improvements in academic promotions and institutional retention.


Asunto(s)
Liderazgo , Autoeficacia , Centros Médicos Académicos , Movilidad Laboral , Docentes Médicos , Femenino , Humanos , Masculino
17.
Elife ; 102021 09 23.
Artículo en Inglés | MEDLINE | ID: mdl-34554086

RESUMEN

Universities and research institutions have to assess individuals when making decisions about hiring, promotion and tenure, but there are concerns that such assessments are overly reliant on metrics and proxy measures of research quality that overlook important factors such as academic rigor, data sharing and mentoring. These concerns have led to calls for universities and institutions to reform the methods they use to assess research and researchers. Here we present a new tool called SPACE that has been designed to help universities and institutions implement such reforms. The tool focuses on five core capabilities and can be used by universities and institutions at all stages of reform process.


Asunto(s)
Éxito Académico , Academias e Institutos , Docentes , Investigadores , Universidades , Academias e Institutos/organización & administración , Academias e Institutos/normas , Movilidad Laboral , Docentes/organización & administración , Docentes/normas , Humanos , Cultura Organizacional , Selección de Personal , Formulación de Políticas , Investigadores/organización & administración , Investigadores/normas
18.
Arterioscler Thromb Vasc Biol ; 41(10): 2513-2515, 2021 10.
Artículo en Inglés | MEDLINE | ID: mdl-34433295

RESUMEN

The pursuit of knowledge, curiosity about the natural world, and a drive to better the human condition are several of the many motivations that encourage someone to further their education in the biological sciences. However noble the intentions, success in an academic graduate program, and perhaps more importantly, in the career options that follow, is not guaranteed. While it is often said that a trainee needs support from their mentors and network to succeed, the Arteriosclerosis, Thrombosis and Vascular Biology Early Career Committee has observed, through our many interactions, both face to face and in the virtual space, that many trainees do not appreciate that building their mentoring network is an active process, and the trainee has more agency in the relationship than perhaps they perceive. In the article below, we discuss our views on building relationships and identifying mentors at different levels and for different purposes. We also highlight events hosted by the Arteriosclerosis, Thrombosis and Vascular Biology Early Career Committee at Vascular Discoveries, Scientific Sessions, and in the virtual space that can help you at the critical career stage.


Asunto(s)
Investigación Biomédica , Selección de Profesión , Movilidad Laboral , Relaciones Interpersonales , Mentores , Investigadores , Red Social , Humanos , Motivación , Sociedades Médicas , Sociedades Científicas
20.
Trends Cancer ; 7(10): 879-882, 2021 10.
Artículo en Inglés | MEDLINE | ID: mdl-34462237

RESUMEN

The coronavirus disease 2019 (COVID-19) pandemic has had a detrimental effect on research. However, little has been done to identify and solve the unique challenges faced by early career investigators (ECIs). As a group of American Cancer Society-funded ECIs, we provide recommendations for solving these challenges in the aftermath of the pandemic.


Asunto(s)
COVID-19 , Movilidad Laboral , Investigadores , Equilibrio entre Vida Personal y Laboral , Humanos , Tutoría , Investigadores/economía , Sociedades Científicas
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