Society of Pediatric Psychology Workforce Survey: Factors Related to Compensation of Pediatric Psychologists

被引：6

作者：

Brosig, Cheryl L. ^{[1
,2
]}

Hilliard, Marisa E. ^{[3
,4
]}

Williams, Andre ^{[5
]}

Armstrong, F. Daniel ^{[6
]}

Christidis, Peggy ^{[7
]}

Kichler, Jessica ^{[8
]}

Pendley, Jennifer Shroff ^{[5
]}

Stamm, Karen E. ^{[7
]}

Wysocki, Tim ^{[5
]}

机构：

[1] Med Coll Wisconsin, Milwaukee, WI 53226 USA

[2] Childrens Hosp Wisconsin, 9000 W Wisconsin Ave,MS 713, Milwaukee, WI 53201 USA

[3] Baylor Coll Med, Houston, TX 77030 USA

[4] Texas Childrens Hosp, Houston, TX 77030 USA

[5] Nemours Childrens Hlth Syst, Jacksonville, FL USA

[6] Univ Miami, Miller Sch Med, Coral Gables, FL 33124 USA

[7] Amer Psychiat Assoc, Washington, DC 20005 USA

[8] Cincinnati Childrens Hosp Med Ctr, Cincinnati, OH 45229 USA

来源：

JOURNAL OF PEDIATRIC PSYCHOLOGY | 2017年 / 42卷 / 04期

基金：

美国国家卫生研究院;

关键词：

atypical topic; evidence-based practice; professional and training issues; CARE; PHYSICIANS; GENDER; GLASS;

D O I：

10.1093/jpepsy/jsx051

中图分类号：

B844 [发展心理学（人类心理学）];

学科分类号：

040202 ;

摘要：

Objective To summarize compensation results from the 2015 Society of Pediatric Psychology (SPP) Workforce Survey and identify factors related to compensation of pediatric psychologists. Methods All full members of SPP (n = 1,314) received the online Workforce Survey; 404 (32%) were returned with usable data. The survey assessed salary, benefits, and other income sources. The relationship between demographic and employment-related factors and overall compensation was explored. Results Academic rank, level of administrative responsibility, and cost of living index of employment location were associated with compensation. Compensation did not vary by gender; however, women were disproportionately represented at the assistant and associate professor level. Conclusions Compensation of pediatric psychologists is related to multiple factors. Longitudinal administration of the Workforce Survey is needed to determine changes in compensation and career advancement for this profession over time. Strategies to increase the response rate of future Workforce Surveys are discussed.

引用

页码：355 / 363

页数：9

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