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1.
J Nurs Adm ; 52(12): 659-665, 2022 Dec 01.
Artigo em Inglês | MEDLINE | ID: mdl-36409259

RESUMO

Nurses at this Magnet®-recognized, National Cancer Institute-designated comprehensive cancer center restructured an existing clinical ladder program based on Benner's model and implemented an evidence-based progressive career development program for staff nurses. The revised program defines structured performance expectations and requirements for promotion and role maintenance, which encourage individual engagement and accountability. This article describes the creation and implementation of the clinical advancement program as well as outcomes of the 1st 10 years of the program.


Assuntos
Mobilidade Ocupacional , Enfermeiras Clínicas , Humanos , Responsabilidade Social
4.
PLoS One ; 17(11): e0276389, 2022.
Artigo em Inglês | MEDLINE | ID: mdl-36318574

RESUMO

INTRODUCTION: Obtaining a tenure track faculty position (TTFP) after postdoctoral appointment (PDA) completion is considered an indicator of successful transition to independence (TTI). Whether cross-institutional mobility (CIM)-moving to a different institution from that of the PDA-contributes to TTI is unclear, as data evaluating retention and mobility is lacking. We tested the hypothesis that, for postdocs (PDs) at R1 institutions, CIM is a significant predictor of successful TTI defined as TTFP-status 3 years post-PDA. MATERIALS AND METHODS: Using University of Pittsburgh data for health sciences PDs we tested the association of CIM at PDA completion (moved to a different institution (CIM = 1) or retained at Pitt (CIM = 0)) with TTFP-status 3 years post-PDA (TTFP, non-TTFP, or left faculty position) using multinomial logistic regression models. RESULTS: Among all 622 Pitt PDs, 3-year retention in a faculty position at Pitt was 21%, while 14% had a faculty position outside of Pitt. Among the analytic sample of PDs with an academic career outcome during the study period (N = 238; 50% women, 8% underrepresented minorities (URM)), at baseline PDA completion 39% moved to a different institution (CIM = 1), and 61% remained at Pitt (CIM = 0) in any job type. Those with CIM = 1 had greater odds of having a TTFP at follow-up than those with CIM = 0 [adjusted OR (95% CI): 4.4 (2.1, 9.2)]. DISCUSSION: One fifth of Pitt PDs were retained by Pitt as faculty. While Pitt PDs were equally likely to get a faculty position whether they were retained at Pitt or left, those who left had greater odds of obtaining a TTFP. Future work with longer follow-up times, expanded markers of TTI, and samples from other R1 institutions is needed to better understand the reason for these results. This knowledge can lead to better support for the next generation of PDs as they successfully transition to faculty.


Assuntos
Medicina , Grupos Minoritários , Humanos , Feminino , Masculino , Docentes , Pesquisadores , Conhecimento , Mobilidade Ocupacional , Docentes de Medicina
5.
West J Emerg Med ; 23(5): 660-671, 2022 Sep 12.
Artigo em Inglês | MEDLINE | ID: mdl-36205680

RESUMO

INTRODUCTION: To address persistent gender inequities in academic medicine, women professional development groups (PDG) have been developed to support the advancement of women in medicine. While these programs have shown promising outcomes, long-term evaluative metrics do not currently exist. The objective of this study was to establish metrics to assess women's PDGs. METHODS: This was a modified Delphi study that included an expert panel of current and past emergency department (ED) chairs and Academy for Women in Academic Emergency Medicine (AWAEM) presidents. The panel completed three iterative surveys to develop and rank metrics to assess women PDGs. Metrics established by the expert panel were also distributed for member-checking to women EM faculty. RESULTS: The expert panel ranked 11 metrics with high to moderate consensus ranking with three metrics receiving greater than 90% consensus: gender equity strategy and plan; recruitment; and compensation. Members ranked 12 metrics with high consensus with three metrics receiving greater than 90% consensus: gender equity strategy and plan; compensation; and gender equity in promotion rates among faculty. Participants emphasized that departments should be responsible for leading gender equity efforts with PDGs providing a supportive role. CONCLUSION: In this study, we identified metrics that can be used to assess academic EDs' gender equity initiatives and the advisory efforts of a departmental women's PDG. These metrics can be tailored to individual departmental/institutional needs, as well as to a PDG's mission. Importantly, PDGs can use metrics to develop and assess programming, acknowledging that many metrics are the responsibility of the department rather than the PDG.


Assuntos
Medicina de Emergência , Médicas , Mobilidade Ocupacional , Técnica Delfos , Docentes de Medicina , Feminino , Humanos
6.
PLoS One ; 17(10): e0276616, 2022.
Artigo em Inglês | MEDLINE | ID: mdl-36288351

RESUMO

Openings for an assistant professor often attract a hundred or more applicants. This allows hiring committees to select highly productive candidates based on their number of publications. Applicants with more rapid publication would be hired with little or no postgraduate experience, but those with slower rates of publication would need more postgraduate experience. Our results show an association of more postgraduate experience, slower rates of publication, a smaller research group, and slower promotion when years are measured from PhD granting; conversely little or no postgraduate experience is generally associated with more rapid publication, a larger research group, and faster promotion. These results suggest the unexpected result that the number and rate of publication have opposite effects on the years from PhD granting to promotion which parametric survival analysis using a log-logistic distribution with gamma frailty confirmed. Statistical analysis revealed that number and rate of publication are reciprocal suppressor variables which were individually weaker predictors of years to promotion, but much more powerful when combined. Intuitively, this is probably because number and rate of publication contain information about other variables with: (1) number of publications being associated with more postgraduate experience, a smaller research group, and slower rates of publication; and (2) rate of publication being associated with a larger research group, and less postgraduate experience. Further, we found that promotion committees closely follow institutional tenure policy requiring promotion a fixed number of years after hiring as an assistant professor which may partially explain why promotion committees fail adjust the number and rate of publication for research group size as fairness in promotion might favor. Our results suggest that both postgraduate experience and research group size influence a professor's career.


Assuntos
Sucesso Acadêmico , Mobilidade Ocupacional , Humanos , Docentes de Medicina , Eficiência , Publicações
9.
Nat Metab ; 4(11): 1427-1429, 2022 Nov.
Artigo em Inglês | MEDLINE | ID: mdl-36302904
10.
J Dent Educ ; 86(9): 1182-1190, 2022 Sep.
Artigo em Inglês | MEDLINE | ID: mdl-36165265

RESUMO

For centuries, society has called out for transformations to lift all of its members. While it may seem ordinary in our time for women to be dentists or dental educators, the path was neither always easy, nor has true equity been achieved. The modern transformation of dental education and dentistry creates the need for leaders to propose and develop concrete initiatives to advance the profession and benefit society. Areas to address that could lead to increased equity for women include career advancement, leadership opportunities, compensation, career satisfaction, research, and scholarly activity. Our analysis demonstrates that even though the number of full-time female faculty has increased during recent years, most positions (59.5%) at dental schools in the US are held by men (2018-2019). Males were also compensated at higher rates than their female counterparts, and female deans made 7% less in total compensation. Because disparities are evident in pay and academic pathways, new directions and strategies must be employed to ensure parity and gender equity. Facilitating the progress of women in organized dentistry requires efforts of dental academic institutions to invest resources and provide nurturing environments that promote professional performances and leadership skills for women, with these being priorities-considering the current trends that anticipate increased numbers of women in dental academia. All dentists bring their own experiences to the profession, making for rich depth and diversity. As a collective voice, we have a bright future. We can and will move forward together.


Assuntos
Mobilidade Ocupacional , Odontólogas , Docentes de Odontologia , Equidade de Gênero , Educação em Odontologia , Feminino , Humanos , Liderança , Masculino
11.
Science ; 377(6614): 1475-1476, 2022 09 30.
Artigo em Inglês | MEDLINE | ID: mdl-36173850

RESUMO

Tenure delays and pandemic impact statements could backfire, some fear.


Assuntos
COVID-19 , Mobilidade Ocupacional , Docentes , Pandemias , COVID-19/epidemiologia , Tomada de Decisões , Docentes/psicologia , Humanos , Políticas , Estados Unidos , Universidades
13.
BMJ Lead ; 6(2): 110-117, 2022 06.
Artigo em Inglês | MEDLINE | ID: mdl-36170537

RESUMO

BACKGROUND: Even though women outnumber men enrolled in medical school, making up 59% of entrants in the UK, they are significantly under-represented in academic medicine and senior positions. In the UK, 28.6% of academics overall are women. In the USA, while 51% of instructors are women, only 20% make it through the 'leaky pipeline' to become professors. One attributable factor is work-family conflict. The purpose of this study is to gain a deeper understanding of the relationship between work-family conflict and women's career progression in academic medicine, and to provide a model to inform and change perceptions and practice in order to improve the 'leaky pipeline'. METHODS: A systematic literature search was performed to identify qualitative studies which investigated this relationship. Studies were critically appraised, and data were analysed using thematic analysis. Themes identified in the data were used to develop a model to build on the understanding of this issue. FINDINGS: The findings of this research highlighted two main themes, one related to perceptions of gender (intrinsic or extrinsic), the way it impacts on work-family conflict and its relationship to women's career progression. The second theme relates to structures which hinder or support women's ability to have work-life balance. A model was developed that represents the inter-relationship between these factors. INTERPRETATION: Changes in both organisational culture and individuals' perception in regard to gender roles, especially of those in leadership, are necessary to create an environment where the best talent in academic medicine is selected regardless of gender.


Assuntos
Mobilidade Ocupacional , Docentes de Medicina , Conflito Familiar , Feminino , Humanos , Liderança , Masculino , Faculdades de Medicina
14.
Ned Tijdschr Geneeskd ; 1662022 07 06.
Artigo em Holandês | MEDLINE | ID: mdl-36036701

RESUMO

The last years the share of female full professors in Dutch university medical centers (UMC's) has increased. Yet, there is still a long way to go for equal numbers compared to men and diversity is very much forgotten in this discussion. Sponsorship, which is defined in the business community as the act of supporting, encouraging and protecting a person by a professional in a leadership position, may be effective for increasing diversity in academic hospitals. However, there is little known on how sponsorship should be defined in academia. Qualitative in-depth interviews with the underrepresented groups (e.g., females, people with an immigrant background, more introvert males) may lead to sculpting or defining academic sponsorship in order to create diverse leadership in the UMC's.


Assuntos
Mobilidade Ocupacional , Liderança , Centros Médicos Acadêmicos , Docentes de Medicina , Feminino , Humanos , Masculino , Universidades
15.
Nat Metab ; 4(8): 961-962, 2022 08.
Artigo em Inglês | MEDLINE | ID: mdl-35931883
19.
Ann Glob Health ; 88(1): 53, 2022.
Artigo em Inglês | MEDLINE | ID: mdl-35891882

RESUMO

Background: Despite advances in gender equality, women still experience inequitable gaps in global health leadership, and barriers to women's advancement as leaders in global health have been well described in the literature. In 2021, the Johns Hopkins Center for Global Health conducted two virtual working groups for emerging women leaders to share challenges and suggest solutions to advance women's leadership in global health. In this paper, we present emerging themes from the working groups, provide a framework for the results, and discuss strategies for advancing women's leadership in global health. Objectives: The objective of this paper is to synthesize and share the themes of the two working group sessions to provide strategies for improving women's leadership training and opportunities in the field of global health. Methods: Approximately 182 women in the global health field participated in two virtual working group sessions hosted by the Johns Hopkins Center for Global Health using the Zoom platform. Participants were divided into virtual breakout rooms and discussed pre-assigned topics related to women's leadership in global health. The participants then returned to share their ideas in a plenary session. Notes from the breakout rooms and transcripts from the plenary session were analyzed through a participatory and iterative thematic analysis approach. Findings: We found that the working group participants identified two overarching themes that were critical for emerging women leaders to find success in global health leadership. First, the acquisition of individual essential skills is necessary to advance in their careers. Second, the institutional environments should be setup to encourage and enable women to enter and succeed in leadership roles. The participants also shared suggestions for improving women's leadership opportunities such as including the use of virtual technologies to increase training and networking opportunities, intersectionality in mentorship and sponsorship, combatting impostor syndrome, and the importance of work-life balance. Conclusions: Investing in women and their leadership potential has the promise to improve health and wealth at the individual, institutional, and community levels. This manuscript offers lessons and proposes solutions for increasing women's leadership through improving individual level essential skills and fostering environments in which women leaders can emerge and thrive.


Assuntos
Mobilidade Ocupacional , Liderança , Mulheres , Transtornos de Ansiedade , Feminino , Saúde Global , Humanos , Autoimagem , Mulheres/educação , Mulheres/psicologia
20.
Leadersh Health Serv (Bradf Engl) ; ahead-of-print(ahead-of-print)2022 07 27.
Artigo em Inglês | MEDLINE | ID: mdl-35877554

RESUMO

PURPOSE: This study aims to identify and explore experiences, perspectives, barriers and enablers to women's career progression to management positions in the health-care sector and to assess women's and men's perceptions of the policies and practices of the health-care system concerning gender equality and nondiscrimination between women and men. DESIGN/METHODOLOGY/APPROACH: A cross-sectional survey was conducted among health-care professionals in ten selected hospitals, including physicians, registered nurses/midwives and pharmacists with or without managerial positions. FINDINGS: This study included a total of 2,082 female and 1,100 male health-care professionals. Overall, 70% of women and men reported that opportunities for advancement are based on knowledge and skills in their institution. However, 58.9% of women (p < 0.001) reported that women are more likely to face barriers to career advancement than men do in their workplace. Lack of women in general/line management and discrimination against women by supervisors at the point of promotion were the main barriers to women's career progression, as they were reported by two-thirds of women. The main barrier, as perceived by men (62.3%) was that women have family and domestic responsibilities. PRACTICAL IMPLICATIONS: To overcome barriers in women's career progression, there is a need to establish a career planning and capacity-building program for women in the health sector. ORIGINALITY/VALUE: Jordanian female health-care professionals face different barriers that affect their career progression, including inequity and discrimination in the workplace, negative views about women's abilities, lack of qualifications and training, hostile cultural beliefs and family responsibilities.


Assuntos
Mobilidade Ocupacional , Liderança , Estudos Transversais , Feminino , Humanos , Jordânia , Masculino , Local de Trabalho
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