• 【三代学术指导团队:护理学教师指导的新方法。】 复制标题 收藏 收藏
    DOI:10.1097/NNE.0000000000000777 复制DOI
    作者列表:Webber E,Vaughn-Deneen T,Anthony M
    BACKGROUND & AIMS: BACKGROUND:New faculty are often not prepared for a career in academia, and the transition can be challenging. They often come from practice environments where work expectations are clearly delineated. PROBLEM:Traditional mentoring programs typically pair new with experienced faculty members who are expected to provide guidance and advice. Results of the hierarchical dyad method have been mixed. APPROACH:Three generations of faculty formed a team composed of a tenured, a midcareer, and a new faculty member. The midcareer educator was better suited to help the novice prepare to teach, as they had recently been through the process, whereas the tenured faculty member was able to provide scholarship support to both. CONCLUSIONS:Providing new faculty with 2 mentors in a constellation format, along with the opportunity to network during structured mentoring meetings, contributed to a smooth onboarding of new faculty and provided scholarship support for the midcareer faculty member.
    背景与目标: 背景:新教师通常不为学术界的职业做好准备,而过渡可能会充满挑战。他们通常来自明确描述工作期望的实践环境。
    问题:传统的指导课程通常与新的经验丰富的教职员工配对,他们将提供指导和建议。分层二分法的结果好坏参半。
    方法:三代教师组成了一个由终身职位,中期职业和新员工组成的团队。中期职业教育家更适合于帮助新手准备教书,就像他们最近经历的那样,而终身任职的教师能够为这两个人提供奖学金支持。
    结论:以星座形式为新教师提供2名导师,并在结构化导师会议期间提供网络交流的机会,为新教师的顺利入职做出了贡献,并为职业中期教师提供了奖学金支持。
  • 【罗伯特·伍德·约翰逊基金会护士护士学者计划的概述。】 复制标题 收藏 收藏
    DOI:10.1016/j.outlook.2016.12.008 复制DOI
    作者列表:Campbell J,Ladden MD,McBride AB,Cimino A,Kostas-Polston E,Deming K
    BACKGROUND & AIMS: BACKGROUND:The Robert Wood Johnson Foundation Nurse Faculty Scholars program was created to address the nursing faculty shortage and thereby decrease the nursing shortage. PURPOSE:The purpose of the study was to describe the program development, implementation, and ongoing outcome evaluation. METHODS:Data on scholarly productivity, impact of research, research funding, and leadership positions were compiled, including an h-index (impact of publications) comparison with a comparison group of other interdisciplinary faculty at the same institutions of the 90 current and alumni scholars. DISCUSSION:There is evidence of the achievements of the individual scholars; however, the effect of the synergy of the multiple components of the program is difficult to capture in traditional evaluation strategies. CONCLUSIONS:The sense of possibility and responsibility (to the profession, to improving the health of all Americans, and to one's school of nursing and university) was a significant outcome of the program. Lessons learned from the program are important for the leadership development and retention of nursing faculty.
    背景与目标: 背景:罗伯特伍德·约翰逊基金会护士护士学者计划的创建是为了解决护士短缺的问题,从而减少护士短缺。
    目的:本研究的目的是描述计划的制定,实施和持续的结果评估。
    方法:收集了有关学术生产率,研究影响,研究经费和领导职位的数据,包括与90名现任和校友学者相同机构中其他跨学科教授的比较组进行的h指数(出版物的影响)比较。
    讨论:有证据表明个别学者的成就。但是,在传统的评估策略中很难捕捉到该计划多个组成部分协同作用的效果。
    结论:这种可能性和责任感(对职业,对改善全体美国人的健康以及对自己的护理学校和大学的健康)是该计划的重要成果。从该计划中学到的经验对于领导力的发展和护士队伍的保留很重要。
  • 【在国家计划中选择新的精神科住院医师:对能力和属性的教师观点的定性研究。】 复制标题 收藏 收藏
    DOI:10.1007/s40596-020-01282-1 复制DOI
    作者列表:Poremski D,Tan GM,Lau BJ,Lee YW,Sim K
    BACKGROUND & AIMS: OBJECTIVE:Admission committees use multiple sources of information to select residents. However, the way in which faculty members use each data source remains unclear and highly context-specific. The present study seeks to understand how faculty members use various sources of information about candidates to make admission decisions to a National Psychiatry Residency Program. METHODS:The theory of core competencies was used as a foundation for this qualitative study. Framework analysis was used to structure the project and data presentation. Twenty key informants from the faculty were purposefully sampled in accordance with the initial theory. Open-ended semi-structured interviews were conducted to obtain their views about the essential competencies of psychiatrists and the ways in which these competencies could be reliably gauged. RESULTS:Participants described numerous competencies that they believed were essential to becoming competent psychiatrists. These competencies fell within the six core competencies of the Accreditation Council for Graduate Medical Education framework. However, several non-competency attributes (such as perseverance, empathy, and compassion) were also relevant in the selection process. To reduce the impact of self-presentation bias, to which these attributes were vulnerable, the faculty relied heavily on sources of information obtained from third parties, such as feedback from co-workers with first-hand experience of the candidate during their clinical placements. CONCLUSION:Faculty members place importance on informal informant-derived information about a candidate's non-competency attributes in addition to core competencies when deciding whether or not to select a candidate for admission into a residency training program.
    背景与目标: 目的:入学委员会使用多种信息来源来选择居民。但是,教职员工使用每个数据源的方式仍然不清楚,并且具有高度的针对性。本研究旨在了解教职员工如何使用有关候选人的各种信息资源来决定是否入学《国家精神病学住院医师计划》。
    方法:核心能力理论被用作该定性研究的基础。框架分析用于构建项目和数据表示。根据最初的理论,有目的地抽取了来自该学院的20名关键线人。进行了不限成员名额的半结构化访谈,以获取他们对精神科医生基本能力的看法以及对这些能力的可靠衡量方式。
    结果:参与者描述了他们认为对成为合格的精神病医生必不可少的许多能力。这些能力属于研究生医学教育认可委员会框架的六项核心能力。但是,在选择过程中,一些不称职的属性(例如毅力,同情心和同情心)也很重要。为了减少这些因素易受其影响的自我表象偏见的影响,教师严重依赖于从第三方获得的信息来源,例如来自同事的反馈以及在临床实习期间候选人的第一手经验。
    结论:在决定是否选择候选人入学住院医师培训课程时,除核心能力外,教师还重视非正式的,基于信息提供者的非胜任属性的信息。
  • 【美国大学关于教师利益冲突的政策。】 复制标题 收藏 收藏
    影响因子 :
    发表时间:2000-11-01
    来源期刊:JAMA
    DOI:10.1001/jama.284.17.2203 复制DOI
    作者列表:Cho MK,Shohara R,Schissel A,Rennie D
    BACKGROUND & AIMS: CONTEXT:Despite federal regulations on faculty conflicts of interest in federally funded research, academic-industry ties are common, and evidence exists that financial considerations bias the research record. Public scrutiny of these ties is increasing, especially in cases where researchers have financial interests in the corporate sponsors of their clinical research. OBJECTIVE:To review policies on conflict of interest at major biomedical research institutions in the United States. DESIGN:Cross-sectional survey and content analysis study conducted from August 1998 to February 2000. SETTING AND PARTICIPANTS:The 100 US institutions with the most funding from the National Institutes of Health in 1998 were initially sampled; policies from 89 institutions were available and included in the analysis. MAIN OUTCOME MEASURES:Process for disclosure, review, and management of conflicts of interest and specified management strategies or limitations, according to the institutions' faculty/staff conflict of interest policies. RESULTS:Content of the conflict of interest policies varied widely across institutions. Fifty-five percent of policies (n = 49) required disclosures from all faculty while 45% (n = 40) required them only from principal investigators or those conducting research. Nineteen percent of policies (n = 17) specified limits on faculty financial interests in corporate sponsors of research, 12% (n = 11) specified limits on permissible delays in publication, and 4% (n = 4) prohibited student involvement in work sponsored by a company in which the faculty mentor had a financial interest. CONCLUSIONS:Most policies on conflict of interest in our sample of major research institutions in the United States lack specificity about the kinds of relationships with industry that are permitted or prohibited. Wide variation in management of conflicts of interest among institutions may cause unnecessary confusion among potential industrial partners or competition among universities for corporate sponsorship that could erode academic standards. It is in the long-term interest of institutions to develop widely agreed-on, clear, specific, and credible policies on conflicts of interest. JAMA. 2000;284:2203-2208.
    背景与目标: 背景:尽管联邦政府对联邦资助的研究中的教师利益冲突有规定,但学术界与学术界之间的联系很普遍,并且有证据表明,出于财务考虑,研究记录存在偏差。公众对这些联系的审查越来越多,特别是在研究人员对其临床研究的公司赞助商有经济利益的情况下。
    目的:审查美国主要生物医学研究机构的利益冲突政策。
    设计:1998年8月至2000年2月进行的横断面调查和内容分析研究。
    地点和参与者:1998年,美国国立卫生研究院资助最多的100家美国机构最初被抽样;已有来自89个机构的政策,该政策已包括在内。
    主要观察指标:根据研究机构的教职员工利益冲突政策,披露,审查和管理利益冲突以及指定的管理策略或限制的过程。
    结果:利益冲突政策的内容在各个机构之间差异很大。 55%的政策(n = 49)要求所有教职员工公开,而45%(n = 40)的政策仅要求主要研究人员或进行研究的人员公开。 19%的政策(n = 17)规定了公司研究赞助者对教师财务利益的限制,12%(n = 11)规定了允许出版延迟的限制,4%(n = 4)禁止学生参与赞助的工作由教师在其中有财务利益的公司提供。
    结论:在我们的美国主要研究机构样本中,大多数关于利益冲突的政策都缺乏关于允许或禁止的与产业的关系的具体性。机构间利益冲突的管理差异很大,可能会导致潜在的行业合作伙伴之间出现不必要的混乱,或者大学之间的企业赞助竞争可能会削弱学术水平。对于利益冲突,制定广泛商定,明确,具体和可信的政策符合机构的长远利益。贾玛2000; 284:2203-2208。
  • 【研讨会,以提高教师的管理技能。】 复制标题 收藏 收藏
    DOI:10.1097/00001888-199705000-00107 复制DOI
    作者列表:Steinert Y,Nasmith L,Daigle N
    BACKGROUND & AIMS: -2
    背景与目标: -2
  • 【美国药学院和药学院的药学实践教师中,董事会认证的发生率和影响因素。】 复制标题 收藏 收藏
    DOI:10.1002/phar.1171 复制DOI
    作者列表:Toussaint KA,Watson K,Marrs JC,Sturpe DA,Anderson SL,Haines ST
    BACKGROUND & AIMS: :Board certification is a means of demonstrating expertise above the minimum licensing standards. For many health care professionals, this credential is a necessity. As pharmacists become involved in more advanced patient care services, board certification becomes an essential component to ensuring quality care. The prevalence of United States pharmacy practice faculty members who are board certified, however, is unknown. In addition, to our knowledge, factors that serve to motivate or discourage faculty from obtaining board certification have not been previously described; thus, 900 pharmacy practice faculty members listed in the American Association of Colleges of Pharmacy (AACP) online directory were invited to complete an online survey regarding motivators and barriers for board certification. In addition, a list of board-certified pharmacists, obtained from the Board of Pharmacy Specialties, was used to check the board certification status of all pharmacy practice faculty members listed in the AACP directory. In 2011, the prevalence of board certification among the 2867 pharmacy practice faculty members was 37% (1063 pharmacists), with the highest prevalence found among assistant professors (39.4%). A total of 322 faculty members (36% response rate) completed the survey; of these, 308 self-identified as pharmacy practice faculty, and their responses were included in the analysis. Current board certification in pharmacy specialties was reported by 163 respondents (52.9%); 14 (4.5%) were previously certified. Among the 308 respondents, the most common perceived reason why pharmacy practice faculty become board certified was the desire to be recognized as an expert in the field (71.5%). Those who were currently board certified indicated personal growth as the most important reason (60.1%). Those previously certified indicated no perceived benefit as the most common reason for not recertifying (71.4%). Among those never certified, no perceived need (52.0%) or benefit (44.8%) were the most common reasons for not becoming certified; however, a majority of those never certified (68%) stated that they would become board certified if there was no associated cost and they were confident they would pass. To increase the prevalence of board certification in pharmacy practice faculty at U.S. schools and colleges of pharmacy, the benefits of this credential must be addressed at each institution. Steps should be taken to assist and encourage board certification.
    背景与目标: :董事会认证是一种展示最低许可标准之上的专业知识的方式。对于许多医疗保健专业人员而言,此证书是必不可少的。随着药剂师参与更高级的患者护理服务,董事会认证已成为确保高质量护理的重要组成部分。但是,尚不知道获得董事会认证的美国药学实践教职人员的患病率。此外,据我们所知,以前没有描述过用来激励或劝​​阻教师获得董事会认证的因素;因此,邀请了美国药学院联合会(AACP)在线目录中列出的900名药学实践教师完成了有关董事会认证激励因素和障碍的在线调查。此外,还使用了从药房专业委员会获得的经董事会认证的药剂师名单,以检查ACPCP目录中列出的所有药学执业教职人员的董事会认证状态。 2011年,在2867名药学实践教师中,董事会认证的患病率为37%(1063位药剂师),在助理教授中患病率最高(39.4%)。共有322名教职员工(36%的回应率)完成了调查;其中,有308位自称药学专业的教师,他们的回答也包括在分析中。 163名受访者报告了当前的药学专业委员会认证(52.9%); 14(4.5%)位先前得到认证。在308位受访者中,药房实践教师获得董事会认证的最常见原因是希望获得该领域专家的认可(71.5%)。目前获得董事会认证的人指出,个人成长是最重要的原因(60.1%)。那些先前获得认证的人表示,没有被认可的利益是不进行重新认证的最普遍原因(71.4%)。在那些从未获得认证的人中,没有被认可的需求(52.0%)或收益(44.8%)是未获得认证的最常见原因;但是,大多数从未认证的人(68%)表示,如果没有相关成本,他们将成为董事会认证的人,他们有信心会通过。为了提高美国药学院和药学院药房实践教师的董事会认证普及率,必须在每个机构中都使用此证书的好处。应该采取步骤来协助和鼓励董事会认证。
  • 【学术健康中心正在走向成熟:帮助教师成为更好的教师和教育变革的推动者。】 复制标题 收藏 收藏
    DOI:10.1097/01.ACM.0000242490.56586.64 复制DOI
    作者列表:Hatem CJ,Lown BA,Newman LR
    BACKGROUND & AIMS: :There is a growing appreciation of the need for educational faculty development within medical education. The authors describe the establishment and subsequent expansion of one such fellowship in medical education that arose from the cooperative efforts of Harvard Medical School, Beth Israel Deaconess Medical Center, and Mount Auburn Hospital. Three resultant fellowships are outlined that share the common goals of enhancing the skills of the faculty as educators, providing an opportunity to conduct scholarly educational research, supporting the fellows as change agents, and fostering the creation of a supportive community dedicated to enhancing the field of medical education. Curricular structure and content are outlined as well as current approaches to curricular and programmatic evaluation. The fellowships have been well received and are widely perceived as transformative for the faculty, many of whom have assumed increased roles of organizational and educational leadership. Lastly, future directions for these fellowships are presented.
    背景与目标: :医学教育中对教师队伍发展的需求日益增长。作者描述了在哈佛医学院,贝斯·以色列女执事医学中心和奥本山医院的共同努力下,建立和扩展的医学教育奖学金之一。概述了三项最终的研究金,这些研究金具有共同的目标,即提高教师作为教育者的技能,提供进行学术教育研究的机会,支持研究人员成为变革推动者以及促进建立一个致力于扩大教育领域的支持性社区。医学教育。概述了课程结构和内容,以及当前的课程和计划评估方法。奖学金获得了好评,并被广泛认为是对教师的变革,其中许多人承担了组织和教育领导作用。最后,介绍了这些研究金的未来方向。
  • 【解决教职员工表现不佳的问题。】 复制标题 收藏 收藏
    DOI:10.1097/00006223-200611000-00001 复制DOI
    作者列表:Kenner C,Pressler JL
    BACKGROUND & AIMS: :Many new nursing leaders assuming work as deans, assistant deans, or interim deans have limited education, experience, or background to prepare them for the job. To assist new deans and those aspiring to be deans, the authors of this department, both deans, offer survival tips based on their personal experiences and insights. They address common issues, challenges, and opportunities that face academic executive teams, such as negotiating an executive contract, obtaining faculty lines, building effective work teams, managing difficult employees, and creating nimble organizational structure to respond to changing consumer, healthcare delivery, and community needs. The authors welcome counterpoint discussions with readers.
    背景与目标: :许多担任院长,助理院长或临时院长的新护理负责人的教育,经验或背景有限,无法为他们做好工作准备。为了协助新任院长和有志成为院长的人,该系的两位院长均根据其个人经验和见解提供生存技巧。它们解决了学术执行团队面临的常见问题,挑战和机遇,例如,谈判执行合同,获得教职员工,建立有效的工作团队,管理困难的员工以及创建灵活的组织结构以应对不断变化的消费者,医疗保健提供和社区需求。作者欢迎与读者进行非正式的讨论。
  • 【临床医生和教职员工之间进行协作研究的步骤。】 复制标题 收藏 收藏
    DOI:10.5014/ajot.44.1.55 复制DOI
    作者列表:DePoy E,Gallagher C
    BACKGROUND & AIMS: :This article suggests a seven-step model for faculty-clinician collaborative research. The steps were developed on the basis of the authors' experiences and anchored in theories of human and organizational behavior. For each step, an aim and outcome are delineated as well as a description of how each stage can be enacted to produce publishable research. An example is used to illustrate how the model has functioned to facilitate the research process. The model lends itself to a full spectrum of qualitative and quantitative designs that are appropriate in clinical occupational therapy.
    背景与目标: :本文提出了教师与临床医生合作研究的七个步骤的模型。这些步骤是根据作者的经验制定的,并以人类和组织行为理论为基础。对于每个步骤,都描述了目标和结果,并描述了如何制定每个阶段以进行可发表的研究。使用一个示例来说明模型如何发挥作用以促进研究过程。该模型适用于适合临床职业治疗的各种定性和定量设计。
  • 【医学,牙科和药学专业学生首次尸体演示的焦虑。】 复制标题 收藏 收藏
    DOI:10.1007/s00276-013-1075-7 复制DOI
    作者列表:Bati AH,Ozer MA,Govsa F,Pinar Y
    BACKGROUND & AIMS: :Anatomy is the fundamental of medical and health professional education. Anatomic dissection enables the examination of the organs in the human cadavers systematically and topographically. The aim of this study was to determine the effect of the first cadaver demonstration and the anxiety of medical, dental and pharmacy students. A questionnaire was distributed to 486 students in the same academic year (2009-2010) at Ege University. The review of anxiety reveals the circumstances such as exhaustion, stress, depression, anxiety, destructive life, deterioration of mental or physical quality or asthenia (over-fatigue), professionally having a serious effect on the students. 486 (85.3 %) students in total participated in this research carried out as based on voluntariness as 338 (93.9 %) students from the medical faculty, 78 (70.9 %) students from the faculty of dentistry and 70 (70 %) students from the faculty of pharmacy.A medium level of anxiety was detected in the students in their first encounter with the cadaver. The state anxiety score (SAS) average taken by all the students who took part in the research is 42.6 ± 5.60 and trait anxiety score average is 46.6 ± 5.0. No discrepancy was detected among the faculties with respect to anxiety score. While the SASs of the male students were higher than the girls, the trait anxiety scores of the girl students were detected to be higher than male students. While the characteristics and the cultural life of our society force the male students into stronger behavioral patterns, they may actually increase their anxiety level in distressed conditions. The fact that trait anxiety is high in both sexes, particularly in female students can be explained by the patient responsibility and the work load undertaken in the professions in the medical field as early as the period of education.Before the students' applied lessons with the cadavers start, a preparatory session must be planned for this education to decrease the anxiety level by sharing their sensations, feelings and perceptions related to the demonstration.
    背景与目标: 解剖学是医学和健康专业教育的基础。解剖解剖学使得能够系统地和地形地检查人体尸体中的器官。这项研究的目的是确定第一次尸体示范的效果以及医学,牙科和药学专业学生的焦虑程度。在同一学年(2009-2010年),Ege大学向486名学生分发了调查表。对焦虑的回顾揭示了诸如精疲力竭,压力,抑郁,焦虑,破坏性生活,精神或身体素质下降或乏力(疲劳)等情况,这在专业上对学生产生了严重影响。根据自愿性,共有486(85.3%)名学生参加了这项研究,其中医学系338名(93.9%)学生,牙科系78名(70.9%)学生和70名(70%)来自牙科学院的学生参加了这项研究。在第一次接触尸体的学生中发现了中等程度的焦虑。所有参加研究的学生的状态焦虑评分(SAS)平均值为42.6±5.60,特征性焦虑评分平均值为46.6±5.0。院系之间未发现焦虑评分有差异。当男学生的SAS高于女生时,女学生的性格焦虑得分被发现高于男学生。虽然我们社会的特征和文化生活迫使男学生形成更强的行为方式,但实际上他们可能在处境困难的情况下增加其焦虑水平。早在教育阶段,患者的责任感和在医学领域的专业工作就可以解释男女两性特质焦虑高的事实,特别是在女学生中。尸体开始时,必须计划进行一次准备教育,以通过分享他们与示威有关的感觉,感受和知觉来减少焦虑程度。
  • 【医学院教师的提前退休激励计划。】 复制标题 收藏 收藏
    DOI:10.1097/00001888-199212000-00001 复制DOI
    作者列表:Jones RF
    BACKGROUND & AIMS: :The Association of American Medical Colleges surveyed the principal business officers of all 126 accredited U.S. medical schools in late 1991 in order to learn about their retirement benefit programs for faculty and whether early-retirement incentive programs were being used. A total of 115 of the schools provided usable responses, which the author reports for all schools, public schools, and private schools. For all schools, defined-contribution plans (based on employer's and employee's contributions plus investment earnings) were the preferred type of retirement benefit program (77%, or 89, of the responding schools). Defined-benefit plans (based on a formula that uses variables of age at retirement, years of service, and salary) were available at 37% (43) of the schools. Early-retirement incentive programs had been used by 70% of the responding schools in the five-year period 1987-1991. Sixteen schools provided descriptions of their formal early-retirement programs, which are summarized. The author observes that, although nearly three-fourths of the responding schools are familiar with the use of the incentive programs, these programs have resulted in few actual early retirements. He discusses why this may be true and compares the pros and cons of formal and ad hoc programs. He concludes that no single program can be considered best; each institution must work with its faculty to design programs to meet institutional goals and faculty interests.
    背景与目标: :美国医学院协会在1991年底对美国126所获得认可的所有医学院的主要业务人员进行了调查,以了解其教职员工退休金计划以及是否使用了提前退休激励计划。共有115所学校提供了可用的反馈,作者针对所有学校,公立学校和私立学校进行了报告。对于所有学校,固定缴款计划(基于雇主和雇员的缴费加上投资收益)是退休福利计划的首选类型(77%,即89所响应学校)。在37%(43)的学校中可以使用既定受益计划(基于使用退休年龄,服务年限和工资的变量的公式)。在1987年至1991年的五年期间,有70%的学校采用了提前退休激励计划。十六所学校提供了有关其正式的提前退休计划的说明,并对其进行了总结。作者观察到,尽管将近四分之三的回应学校都熟悉激励计划的使用,但这些计划实际上并未使他们提前退休。他讨论了为什么这可能是正确的,并比较了正式计划和临时计划的利弊。他得出的结论是,没有哪个程序可以被认为是最好的。每个机构都必须与其教职员工一起设计课程,以满足机构目标和教职员工的兴趣。
  • 【大型学术医学中心的教师特征与情绪疲惫之间的关系。】 复制标题 收藏 收藏
    DOI:10.1097/JOM.0000000000001898 复制DOI
    作者列表:Zivin K,Brower KJ,Sen S,Brownlee RM,Gold KJ
    BACKGROUND & AIMS: OBJECTIVE:We evaluated associations between emotional exhaustion (EE), a measure of burnout, among medical school faculty and: demographic and professional characteristics, workplace stressors, coping skills, resilience, sufficient personal time, and depressive symptoms. Respondents completed surveys in November 2017. METHODS:We conducted bivariate and multivariable logistic regression and recycled predictions models to estimate associations between characteristics and probability of EE. RESULTS:Of 1401 respondents, 42% endorsed EE. Faculty with more clinical effort, more workplace stress, less resilience, less personal time, and more depressive symptoms reported statistically significantly higher probabilities of EE compared with their counterparts. Female sex, mid-career stage, and coping skills were no longer associated with EE, after accounting for stress, resilience, personal time, and depressive symptoms. CONCLUSIONS:Coping skills may not mitigate physician EE when coupled with substantial time and mental health burdens.
    背景与目标: 目的:我们评估了医学院教职员中的情绪疲惫(EE)(一种职业倦怠指标)与以下各项之间的关联:人口统计学和专业特征,工作场所压力源,应对技巧,弹性,足够的个人时间和抑郁症状。受访者于2017年11月完成了调查。
    方法:我们进行了双变量和多变量logistic回归以及再循环的预测模型,以估计EE的特征和概率之间的关联。
    结果:在1401名受访者中,有42%的人支持EE。据统计,与同龄人相比,具有更大临床努力,更多工作场所压力,更少的适应力,更少的个人时间以及更多的抑郁症状的教职员工据报具有更高的EE机率。在考虑了压力,适应力,个人时间和抑郁症状后,女性,职业中期和应对技能不再与EE相关。
    结论:应对技巧可能无法缓解医生的EE现象,并伴有大量的时间和精神健康负担。
  • 【鼓励教师进行在线教学:利用罗杰斯的创新理论扩散。】 复制标题 收藏 收藏
    DOI:10.1097/ACM.0000000000002519 复制DOI
    作者列表:Mayowski CA,Rubio DM,Norman MK
    BACKGROUND & AIMS: -2
    背景与目标: -2
  • 【招聘和保留副学士学位护理系。】 复制标题 收藏 收藏
    DOI:10.3928/01484834-20070401-10 复制DOI
    作者列表:Brady MS
    BACKGROUND & AIMS: :Associate degree nursing (ADN) programs are influenced by many of the same factors affecting the recruitment and retention of nursing faculty in baccalaureate and graduate degree nursing programs. This article examines these factors along with strategies that have the potential to affect recruitment and retention. Factors affecting recruitment include the unique nature of the ADN educator role and salary. Factors affecting retention are salary, workload, and work hours. Beginning recruitment with students, while they are still enrolled in the program, and mentoring part-time clinical faculty are possible ways to recruit full-time faculty. Numerous initiatives designed to supplement the recruitment and retention efforts of individual nursing programs, developed by the National League for Nursing, are identified. Solutions to this shortage must be identified so there are adequate numbers of full-time faculty to achieve the goal of high-quality graduates who are committed to patient safety.
    背景与目标: :副学士学位护理(ADN)计划受许多相同的因素影响,这些因素会影响学士学位和研究生学位护理计划中护士的招聘和保留。本文研究了这些因素以及可能影响招聘和保留的策略。影响招聘的因素包括ADN教育者角色和薪水的独特性。影响保留率的因素是薪水,工作量和工作时间。在学生仍加入该计划的同时开始招收学生,并指导兼职临床教师是招募全职教师的可能方法。全国护理联盟制定了许多旨在补充个人护理计划的招募和保留工作的举措。必须确定解决这种短缺的方法,以便有足够的专职教师来实现致力于患者安全的高质量毕业生的目标。
  • 【进一步提高女性医学系教师的学历:国家职业发展计划的影响。】 复制标题 收藏 收藏
    DOI:10.1089/jwh.2019.8044 复制DOI
    作者列表:Chang S,Guindani M,Morahan P,Magrane D,Newbill S,Helitzer D
    BACKGROUND & AIMS: : Background: Three national career development programs (CDPs)-Early and Mid-Career Programs sponsored by the Association of American Medical Colleges and the Hedwig van Ameringen Executive Leadership in Academic Medicine sponsored by Drexel University-seek to expand gender diversity in faculty and institutional leadership of academic medical centers. Over 20 years of success and continued need are evident in the sustained interest and investment of individuals and institutions. However, their impact on promotion in academic rank remains unknown. The purpose of the study is to compare promotion rates of women CDP participants and other faculty of similar institutional environment and initial career stage. Methods: The study examined retrospective cohorts of 2,719 CDP participants, 12,865 nonparticipant women, and 26,810 men, from the same institutions, with the same degrees, and first years of appointment in rank. Rates of promotion to Associate and Full Professor ranks in respective cohorts of Assistant and of Associate Professors were compared using Kaplan-Meier survival curves and log-rank tests, and logistic regression adjusting for other predictors of academic success. Results: In adjusted analyses, participants were more likely than men and non-participant women to be promoted to Associate Professor and as likely as men and more likely than non-participant women to be promoted to Full Professor within 10 years. Within 5 years, CDP participants were more likely than nonparticipant women to be promoted to Associate Professor and as likely as to be promoted to Full Professor; in the same interval, participants were promoted to both higher ranks at the same rates as men. For both intervals, nonparticipant women were significantly less likely than men to be promoted to either rank. Conclusions: The higher rates of promotion for women participating in national CDPs support the effectiveness of these programs in building capacity for academic medicine.
    背景与目标:
    背景:
    由美国医学院协会赞助的三个国家职业发展计划(CDP)-早期和中级职业计划,以及由Drexel大学赞助的Hedwig van Ameringen学术医学行政领导力-寻求扩大教职员工和学术机构的性别多样性医疗中心。个人和机构的持续兴趣和投资体现了超过20年的成功和持续的需求。但是,它们对晋升学术排名的影响仍然未知。这项研究的目的是比较女性CDP参与者和其他具有类似制度环境和初始职业阶段的教师的晋升率。
    方法:
    该研究回顾了来自同一机构,相同学位,任职第一年的2,719名CDP参与者,12,865名非参与者女性和26,810名男性的回顾性队列。使用Kaplan-Meier生存曲线和对数秩检验,并通过逻辑回归对其他学术成就预测因子进行调整,比较了助理和副教授各自的队列中副教授和正式教授的晋升率。
    结果:
    在调整后的分析中,与男性和非参与女性相比,参与者在10年内被提升为副教授的可能性更大,与男性和非参与女性相比,被提升为正教授的可能性更大。在5年内,CDP参与者比非参与者女性更有可能被提升为副教授,并有可能被提升为正教授。在相同的时间间隔内,参与者以与男性相同的比率晋升到两个较高的级别。在这两个时间间隔中,未参与调查的女性晋升到任一级别的可能性均明显低于男性。
    结论:
    妇女参加国家CDP的晋升率更高,支持了这些方案在提高学术医学能力方面的有效性。

+1
+2
100研值 100研值 ¥99课程
检索文献一次
下载文献一次

去下载>

成功解锁2个技能,为你点赞

《SCI写作十大必备语法》
解决你的SCI语法难题!

技能熟练度+1

视频课《玩转文献检索》
让你成为检索达人!

恭喜完成新手挑战

手机微信扫一扫,添加好友领取

免费领《Endnote文献管理工具+教程》

微信扫码, 免费领取

手机登录

获取验证码
登录