An institution-wide faculty mentoring program at an academic health center with 6-year prospective outcome data

被引：12

作者：

Bonilha, Heather ^{[1
,2
]}

Hyer, Madison ^{[3
]}

Krug, Edward ^{[4
]}

Mauldin, Mary ^{[5
]}

Edlund, Barbara ^{[6
]}

Martin-Harris, Bonnie ^{[2
,7
]}

Halushka, Perry ^{[8
,9
]}

McGinty, Jacqueline ^{[10
]}

Sullivan, Joann ^{[5
,11
]}

Brady, Kathleen ^{[12
]}

Ranwala, Dayan ^{[12
]}

Hermayer, Kathie ^{[9
]}

Harvey, Jillian ^{[13
]}

Paranal, Rechelle ^{[12
]}

Gough, Joseph ^{[9
]}

Silvestri, Gerard ^{[9
]}

Chimowitz, Marc ^{[14
]}

机构：

[1] Med Univ South Carolina, Dept Hlth Sci & Res, Charleston, SC 29425 USA

[2] Med Univ South Carolina, Dept Otolaryngol Head & Neck Surg, Charleston, SC 29425 USA

[3] Med Univ South Carolina, Dept Publ Hlth Sci, Charleston, SC 29425 USA

[4] Med Univ South Carolina, Dept Regenerat Med & Cell Biol, Charleston, SC 29425 USA

[5] Med Univ South Carolina, Dept Lib Sci & Informat, Charleston, SC 29425 USA

[6] Med Univ South Carolina, Coll Nursing, Charleston, SC 29425 USA

[7] Northwestern Univ, Dept Commun Sci & Disorders, Evanston, IL USA

[8] Med Univ South Carolina, Dept Pharmacol, Charleston, SC 29425 USA

[9] Med Univ South Carolina, Dept Med, Charleston, SC 29425 USA

[10] Med Univ South Carolina, Dept Neurosci, Charleston, SC 29425 USA

[11] Univ Alaska Anchorage, Off Res, Anchorage, AK USA

[12] Med Univ South Carolina, Dept Psychiat & Behav Sci, Charleston, SC 29425 USA

[13] Med Univ South Carolina, Dept Healthcare Leadership & Management, Charleston, SC 29425 USA

[14] Med Univ South Carolina, Dept Neurol, Charleston, SC 29425 USA

来源：

JOURNAL OF CLINICAL AND TRANSLATIONAL SCIENCE | 2019年 / 3卷 / 06期

关键词：

Faculty mentoring; career development; career satisfaction; faculty turnover;

D O I：

10.1017/cts.2019.412

中图分类号：

R-3 [医学研究方法]; R3 [基础医学];

学科分类号：

1001 ;

摘要：

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.

引用

页码：308 / 315

页数：8

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