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2.
BMC Med Educ ; 21(1): 468, 2021 Sep 02.
Artigo em Inglês | MEDLINE | ID: mdl-34474670

RESUMO

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.


Assuntos
Liderança , Autoeficácia , Centros Médicos Acadêmicos , Mobilidade Ocupacional , Docentes de Medicina , Feminino , Humanos , Masculino
4.
Pediatrics ; 148(Suppl 2)2021 09.
Artigo em Inglês | MEDLINE | ID: mdl-34470878

RESUMO

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.


Assuntos
Mobilidade Ocupacional , Médicas/história , Sexismo/história , Recursos Humanos/história , Feminino , História do Século XX , História do Século XXI , Humanos , Medicina
5.
Pediatrics ; 148(Suppl 2)2021 09.
Artigo em Inglês | MEDLINE | ID: mdl-34470879

RESUMO

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.


Assuntos
Centros Médicos Acadêmicos/tendências , Mobilidade Ocupacional , Docentes de Medicina/tendências , Liderança , Médicas/tendências , Feminino , Humanos
6.
Pediatrics ; 148(Suppl 2)2021 09.
Artigo em Inglês | MEDLINE | ID: mdl-34470884

RESUMO

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.


Assuntos
Mobilidade Ocupacional , Equidade de Gênero , Liderança , Médicas/psicologia , Médicas/normas , Avaliação de Programas e Projetos de Saúde/métodos , Adulto , Estudos de Coortes , Feminino , Humanos , Pessoa de Meia-Idade , Projetos Piloto
7.
Pediatrics ; 148(Suppl 2)2021 09.
Artigo em Inglês | MEDLINE | ID: mdl-34470883

RESUMO

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.


Assuntos
Esgotamento Profissional/prevenção & controle , Esgotamento Profissional/psicologia , Mobilidade Ocupacional , Promoção da Saúde/tendências , Inovação Organizacional , Médicas/psicologia , Esgotamento Profissional/diagnóstico , Feminino , Promoção da Saúde/métodos , Humanos , Liderança , Médicas/tendências
8.
Elife ; 102021 09 23.
Artigo em Inglês | MEDLINE | ID: mdl-34554086

RESUMO

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.


Assuntos
Sucesso Acadêmico , Academias e Institutos , Docentes , Pesquisadores , Universidades , Academias e Institutos/organização & administração , Academias e Institutos/normas , Mobilidade Ocupacional , Docentes/organização & administração , Docentes/normas , Humanos , Cultura Organizacional , Seleção de Pessoal , Formulação de Políticas , Pesquisadores/organização & administração , Pesquisadores/normas
10.
Trends Cancer ; 7(10): 879-882, 2021 10.
Artigo em Inglês | MEDLINE | ID: mdl-34462237

RESUMO

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.


Assuntos
COVID-19 , Mobilidade Ocupacional , Pesquisadores , Equilíbrio Trabalho-Vida , Humanos , Tutoria , Pesquisadores/economia , Sociedades Científicas
12.
J Am Coll Cardiol ; 78(1): 86, 2021 07 06.
Artigo em Inglês | MEDLINE | ID: mdl-34210418
13.
Acad Radiol ; 28(9): 1185-1190, 2021 09.
Artigo em Inglês | MEDLINE | ID: mdl-34266739

RESUMO

RATIONALE AND OBJECTIVES: The COVID-19 pandemic stresses the tenuous balance between domestic obligations and academic output for women across professions. Our investigation aims to evaluate the impact of the pandemic on the home duties and workplace productivity of academic radiologists with respect to gender. MATERIALS AND METHODS: A 49-question survey was distributed to 926 members of Association of University Radiologists in October 2020. Several categories were addressed: demographics; workplace changes; stress levels and personal experiences with illness; time spent on domestic obligations; and perception of productivity during COVID-19. Statistical analyses were performed using SAS version 9.4 software (SAS Institute, Cary, NC). RESULTS: A total of 96 responses across 30 states, 53.1% male and 46.9% female were received. Women report spending more time on unpaid domestic duties than men prior to COVID-19, with men spending a median of 5-10 h/wk and women spending a median of 10-15 h/wk (p = 0.043). With pandemic onset, both genders reported that women did more of the homecare, when not split equally. Women with young children reported a significant decrease in work-from-home productivity compared to men with young children (p = 0.007). Men reported they had more time to be productive compared to women (p = 0.012). CONCLUSION: The COVID-19 pandemic threatens to disrupt the advancement of women in radiology leadership roles by creating disparate effects on productivity due to increased workloads at home for women. This could potentially lead to decreases in promotions and research productivity in years to come that far outlast the acute phases of the pandemic.


Assuntos
COVID-19 , Radiologia , Mobilidade Ocupacional , Criança , Pré-Escolar , Docentes de Medicina , Feminino , Humanos , Masculino , Pandemias , SARS-CoV-2 , Fatores Sexuais
14.
Ann Glob Health ; 87(1): 67, 2021.
Artigo em Inglês | MEDLINE | ID: mdl-34307070

RESUMO

Despite comprising 70% of the health workforce, women fill only 25% of senior and 5% of top health organization positions. Greater diversity in global health leadership, particularly greater representation of women, is essential to ensure diverse perspectives and ideas inform policies and priorities. Interviews and literature reviews surfaced many of the key challenges that women in global health face at individual, organizational and societal levels. Initiatives working to advance women's leadership are encouraged to consider 5 key priorities that address these challenges.


Assuntos
Equidade de Gênero , Saúde Global , Liderança , Mulheres , Escolha da Profissão , Mobilidade Ocupacional , Feminino , Mão de Obra em Saúde/estatística & dados numéricos , Humanos
15.
Cancer Radiother ; 25(6-7): 638-641, 2021 Oct.
Artigo em Francês | MEDLINE | ID: mdl-34284967

RESUMO

For several years, the profession of radiographer has been unattractive and is in search of professional recognition. Increasingly complex therapeutic and diagnostic evolutions forces professionals to develop their skills to ensure quality and safe care for all patients. The primary role of the radiographer is to support patients and to accompany them during their examination or treatment, combining caregiver and technician's roles. Transversal missions and delegation of tasks are inherent to the profession but are not widely recognized. Cooperation between radiotherapy professionals is a response to offer the therapeutic radiographer/radiation therapist (RTT) opportunities in terms of attractiveness, career prospects, and increased skills. In radiotherapy, advanced practice activities already exist in some departments but require regulatory adjustments, in particular regarding the redistribution of the roles of RTT but also the status of these professionals. The formalization of these practices can be largely inspired by the many feedbacks around the world. This article aims to reflect the evolution's perspectives in the career of an RTT and on the valorisation of this profession in the current context.


Assuntos
Pessoal Técnico de Saúde/normas , Competência Profissional/normas , Tecnologia Radiológica/normas , Pessoal Técnico de Saúde/tendências , Escolha da Profissão , Mobilidade Ocupacional , Delegação Vertical de Responsabilidades Profissionais/normas , Humanos , Relações Interprofissionais , Determinação de Necessidades de Cuidados de Saúde , Relações Profissional-Paciente , Radioterapia (Especialidade) , Radiografia , Radioterapia , Tecnologia Radiológica/tendências
16.
J Vasc Surg ; 74(2S): 56S-63S, 2021 08.
Artigo em Inglês | MEDLINE | ID: mdl-34303460

RESUMO

Deliberate efforts are needed to address the lack of diversity in the vascular surgery workforce and to correct the current scarcity of diversity in vascular surgery leadership. Effective mentorship and sponsorship are crucial for success in academic surgery. In the present report, we have explained the importance of mentorship and sponsorship relationships for surgeons historically underrepresented in medicine, discussed the unique challenges faced by them in academic surgery, and provided a practical framework for fostering intentional and thoughtful mentor and sponsor relationships to nurture their careers.


Assuntos
Equidade de Gênero , Mentores , Seleção de Pessoal , Médicas , Racismo , Sexismo , Cirurgiões , Procedimentos Cirúrgicos Vasculares , Mobilidade Ocupacional , Diversidade Cultural , Feminino , Direitos Humanos , Humanos , Liderança , Masculino , Fatores Raciais , Fatores Sexuais , Cirurgiões/educação , Procedimentos Cirúrgicos Vasculares/educação
17.
Br J Radiol ; 94(1126): 20210407, 2021 Oct 01.
Artigo em Inglês | MEDLINE | ID: mdl-34233496

RESUMO

Women and minorities are systematically under-represented in medicine, and this effect is pronounced in the field of radiology, across education, workforce and leadership. The proportion of women and minorities represented in radiology diminishes as their rank or job title elevates. Much of this are likely due to implicit biases, generational attitudes, and workplace cultures that can be discriminatory towards women and minorities. Steps that can be taken include closing the gender pay-gap, providing more opportunities for mentorship, addressing biases, and supporting the upward career mobility of women and minorities. Ultimately, increasing diversity will benefit all stakeholders in medicine, as collaboration among diverse individuals fosters innovation, greater financial efficiency, and better patient outcomes.


Assuntos
Diversidade Cultural , Mão de Obra em Saúde , Grupos Minoritários , Radiologia , Escolha da Profissão , Mobilidade Ocupacional , Feminino , Humanos , Liderança , Masculino , Cultura Organizacional , Preconceito , Sexismo
19.
Clin Nurse Spec ; 35(4): 188-198, 2021.
Artigo em Inglês | MEDLINE | ID: mdl-34077160

RESUMO

PURPOSE: The aim of this study was to design a quantitative evaluation of the promotion plan for clinical nurse specialists in China. DESIGN: The evaluation indexes were selected and established by inquiring 22 experts and using the analytic hierarchy process. The promotion plan was sent to 22 specialized nurses. The reference value was established by comparing the results from predictions made by experts and the self-evaluation of specialized nurses. METHODS: This study used the Delphi method and mixed qualitative and quantitative methods, which not only determined the entry of the promotion plan but also calculated its weight, and obtained the baseline score through a small range of empirical studies. RESULTS: This promotion plan included basic promotion conditions, 5 primary indicators, 15 secondary indicators, and 61 tertiary indicators and was designed by experts who had a high degree of authority in this field. The self-evaluation results of 19 specialist nurses showed a reference value of 30 points per 3 years using the promotion plan. For clinical nursing managers, it is a management tool to evaluate specialist nurses, which can provide a basis for the promotion of specialist nurses. CONCLUSIONS: The promotion plan for clinical nurse specialists in China formed by this research is quantifiable, scientific, and instructive.


Assuntos
Mobilidade Ocupacional , Técnica Delfos , Enfermeiras Clínicas , China , Humanos , Centros de Atenção Terciária
20.
J Biomol Tech ; 32(2): 74-82, 2021 07.
Artigo em Inglês | MEDLINE | ID: mdl-34121934

RESUMO

Across the United States, the number of staff scientists (master's- or doctoral-level professionals working in nonfaculty roles) has grown by 35% since 2010, and they play an increasingly important role in research efforts. However, few targeted resources are available, which potentially limits the effectiveness of this group. Launched in 2016, the staff scientist path at Emory has tripled in size over 4 y to 138 staff. The present case study evaluated the perceptions of staff scientists related to onboarding experiences and professional development needs, including those needs arising from coronavirus disease 2019 (COVID-19) impacts in the workplace. A survey of Emory staff scientists was conducted from May to June 2019 as part of a program evaluation initiative to assess perceptions of onboarding and professional development opportunities. Interviews with a subset of scientists informed the survey development and identified COVID-19-related impacts on daily work. Results indicated the need for targeted orientation resources specific to staff scientists, accurate and timely information and resources to support scientists' supervisors, and professional development for scientists in leadership and management-related skills. Remote work associated with COVID-19 accentuated the need for managerial skills, including team development in digital work environments. Findings from this case study can inform policies and practices at Emory and other institutions that employ a similar staff scientist model.


Assuntos
COVID-19/epidemiologia , Médicos/estatística & dados numéricos , SARS-CoV-2/genética , Local de Trabalho , COVID-19/genética , COVID-19/virologia , Mobilidade Ocupacional , Feminino , Pessoal de Saúde , Humanos , Masculino , Médicos/psicologia , SARS-CoV-2/patogenicidade
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