Recruitment & Retainment of Vascular Surgeons: Prophylactic Measures to Improve the Current Workforce Crisis

Background: The vascular surgery workforce is in jeopardy with the current and increasing shortages. This study explores target populations for recruitment and aims to identify potential modifiable and nonmodifiable risk factors associated with reduced job satisfaction among prac-ticing vascular surgeons to improve retention and prevent early retirement.Methods: A cross-sectional national survey of surgeons (n = 1,043) was conducted from September 2016 to May 2017. Data included, demographic and occupational characteristics, as well as psychological, work-life balance, work-environment, and job-satisfaction variables. Surgeons were grouped into general surgery (n = 507), obstetrics and gynecology (n = 272), surgical subspecialties (n = 212), and vascular surgery (n = 52). Vascular surgeons were reca-tegorized as more satisfied and less satisfied, and potential risk factors for job dissatisfaction were identified.Results: As compared with general surgeons, obstetrics and gynecology, as well as other sur-gical subspecialties, vascular surgery tended to be male-dominated with higher rates of non-white, minority groups (P < 0.05). Less vascular surgery respondents were found in the Midwest (P < 0.001). Vascular surgeons worked more hours on average than other surgical fields and were less satisfied with work (P < 0.05). Potential job dissatisfaction risk factors among vascular surgeons include: unhealthy work-life balance, poor camaraderie/coworker dissatisfaction, insuf-ficient hospital support, hostile hospital culture, discontent with supervision, minimal patient di-versity, dissatisfaction with work in general, and unhappiness with career choice (P < 0.05).Conclusions: Recruiting new vascular surgery trainees while simultaneously preventing early retirement and attrition is critical to combatting the current workforce crisis. Potential interven-tions include (1) re-branding of the field with prioritization of work-life balance, (2) increasing hos-pital administration's support, (3) creating a collaborative work environment, and (4) facilitating personal accomplishment in work.