학술논문
An institution-wide faculty mentoring program at an academic health center with 6-year prospective outcome data.
Document Type
Academic Journal
Author
Bonilha H; Department of Health Science and Research, Medical University of South Carolina, Charleston, SC, USA.; Department of Otolaryngology - Head and Neck Surgery, Medical University of South Carolina, Charleston, SC, USA.; Hyer M; Department of Public Health Sciences, Medical University of South Carolina, Charleston, SC, USA.; Krug E; Department of Regenerative Medicine and Cell Biology, Medical University of South Carolina, Charleston, SC, USA.; Mauldin M; Department of Library Science and Informatics, Medical University of South Carolina, Charleston, SC, USA.; Edlund B; College of Nursing, Medical University of South Carolina, Charleston, SC, USA.; Martin-Harris B; Department of Otolaryngology - Head and Neck Surgery, Medical University of South Carolina, Charleston, SC, USA.; Department of Communication Sciences and Disorders, Northwestern University, Evanston, IL, USA.; Halushka P; Departments of Pharmacology and Medicine, Medical University of South Carolina, Charleston, SC, USA.; McGinty J; Department of Neuroscience, Medical University of South Carolina, Charleston, SC, USA.; Sullivan J; Office of Research, University of Alaska, Anchorage, AK, USA (previously Department of Library Science and Informatics, Medical University of South Carolina, Charleston, SC, USA.; Brady K; Department of Psychiatry and Behavioral Sciences, Medical University of South Carolina, Charleston, SC, USA.; Ranwala D; Department of Psychiatry and Behavioral Sciences, Medical University of South Carolina, Charleston, SC, USA.; Hermayer K; Department of Medicine, Medical University of South Carolina, Charleston, SC, USA.; Harvey J; Department of Healthcare Leadership and Management, Medical University of South Carolina, Charleston, SC, USA.; Paranal R; Department of Psychiatry and Behavioral Sciences, Medical University of South Carolina, Charleston, SC, USA.; Gough J; Department of Medicine, Medical University of South Carolina, Charleston, SC, USA.; Silvestri G; Department of Medicine, Medical University of South Carolina, Charleston, SC, USA.; Chimowitz M; Department of Neurology, Medical University of South Carolina, Charleston, SC, USA.
Source
Publisher: Cambridge University Press Country of Publication: England NLM ID: 101689953 Publication Model: eCollection Cited Medium: Internet ISSN: 2059-8661 (Electronic) Linking ISSN: 20598661 NLM ISO Abbreviation: J Clin Transl Sci Subsets: PubMed not MEDLINE
Subject
Language
English
Abstract
Background: There is discontent and turnover among faculty at US academic health centers because of the challenges in balancing clinical, research, teaching, and work-life responsibilities in the current healthcare environment. One potential strategy to improve faculty satisfaction and limit turnover is through faculty mentoring programs.
Methods: A Mentor Leadership Council was formed to design and implement an institution-wide faculty mentoring program across all colleges at an academic health center. The authors conducted an experimental study of the impact of the mentoring program using pre-intervention (2011) and 6-year (2017) post-intervention faculty surveys that measured the long-term effectiveness of the program.
Results: The percent of faculty who responded to the surveys was 45.9% (656/1428) in 2011 and 40.2% (706/1756) in 2017. For faculty below the rank of full professor, percent of faculty with a mentor (45.3% vs. 67.1%, P < 0.001), familiarity with promotion criteria (81.7% vs. 90.0%, P = 0.001), and satisfaction with department's support of career (75.6% vs. 84.7%, P = 0.002) improved. The percent of full professors serving as mentors also increased from 50.3% in 2011 to 68.0% in 2017 ( P = 0.002). However, the percent of non-retiring faculty considering leaving the institution over the next 2 years increased from 18.8% in 2011 to 24.3% in 2017 ( P = 0.02).
Conclusions: Implementation of an institution-wide faculty mentoring program significantly improved metrics of career development and faculty satisfaction but was not associated with a reduction in the percent of faculty considering leaving the institution. This suggests the need for additional efforts to identify and limit factors driving faculty turnover.
(© The Association for Clinical and Translational Science 2019.)
Methods: A Mentor Leadership Council was formed to design and implement an institution-wide faculty mentoring program across all colleges at an academic health center. The authors conducted an experimental study of the impact of the mentoring program using pre-intervention (2011) and 6-year (2017) post-intervention faculty surveys that measured the long-term effectiveness of the program.
Results: The percent of faculty who responded to the surveys was 45.9% (656/1428) in 2011 and 40.2% (706/1756) in 2017. For faculty below the rank of full professor, percent of faculty with a mentor (45.3% vs. 67.1%, P < 0.001), familiarity with promotion criteria (81.7% vs. 90.0%, P = 0.001), and satisfaction with department's support of career (75.6% vs. 84.7%, P = 0.002) improved. The percent of full professors serving as mentors also increased from 50.3% in 2011 to 68.0% in 2017 ( P = 0.002). However, the percent of non-retiring faculty considering leaving the institution over the next 2 years increased from 18.8% in 2011 to 24.3% in 2017 ( P = 0.02).
Conclusions: Implementation of an institution-wide faculty mentoring program significantly improved metrics of career development and faculty satisfaction but was not associated with a reduction in the percent of faculty considering leaving the institution. This suggests the need for additional efforts to identify and limit factors driving faculty turnover.
(© The Association for Clinical and Translational Science 2019.)