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1.
FASEB J ; 35(11): e21973, 2021 11.
Artigo em Inglês | MEDLINE | ID: mdl-34624149

RESUMO

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.


Assuntos
Pesquisa Biomédica/organização & administração , COVID-19 , Colaboração Intersetorial , National Institutes of Health (U.S.)/organização & administração , Pandemias , SARS-CoV-2 , Academias e Institutos/organização & administração , Mobilidade Ocupacional , Congressos como Assunto , Humanos , Políticas , Avaliação de Programas e Projetos de Saúde , Apoio à Pesquisa como Assunto , Sociedades Científicas/organização & administração , Participação dos Interessados , Estados Unidos , Universidades/organização & administração
2.
Artigo em Inglês | MEDLINE | ID: mdl-34639589

RESUMO

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.


Assuntos
Mobilidade Ocupacional , Enfermeiras e Enfermeiros , Competência Clínica , Estudos Transversais , Humanos , Salas Cirúrgicas
6.
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
7.
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
8.
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
9.
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
10.
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
11.
PLoS One ; 16(9): e0257141, 2021.
Artigo em Inglês | MEDLINE | ID: mdl-34506560

RESUMO

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.


Assuntos
Acesso à Informação , Mobilidade Ocupacional , Publicações , Pesquisadores , Algoritmos , Feminino , Humanos , Masculino , Caracteres Sexuais
12.
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
13.
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
15.
Arterioscler Thromb Vasc Biol ; 41(10): 2513-2515, 2021 10.
Artigo em Inglês | MEDLINE | ID: mdl-34433295

RESUMO

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.


Assuntos
Pesquisa Biomédica , Escolha da Profissão , Mobilidade Ocupacional , Relações Interpessoais , Mentores , Pesquisadores , Rede Social , Humanos , Motivação , Sociedades Médicas , Sociedades Científicas
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
18.
Am J Pharm Educ ; 85(1): 8414, 2021 01.
Artigo em Inglês | MEDLINE | ID: mdl-34281824

RESUMO

This paper presents 10 key tips or recommendations for successful navigation of the promotion and tenure process. The 10 key tips are: know institutional expectations, develop an action plan at least two to three years in advance; identify your balance of teaching, scholarship, service; synergize activities and develop a niche; prioritize time to activities of high-impact to promotion and tenure; track achievements in the format expected for promotion and tenure application; seek out faculty guidance on promotion and tenure; meet with mentor(s) regularly to review progress; have a well-written personal statement; and have your final dossier reviewed by colleagues. Faculty members are more likely to be successful through timely and appropriate planning, balancing and synergizing activities, tracking activities and achievements, developing a well-written personal statement, and requesting help from experienced colleagues.


Assuntos
Educação em Farmácia , Docentes de Farmácia , Mobilidade Ocupacional , Docentes , Humanos , Mentores
20.
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
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