scholarly journals 3115 Barriers and Resources in Career Development in Academic Medicine as Reported by Junior Faculty

2019 ◽  
Vol 3 (s1) ◽  
pp. 63-63
Author(s):  
Julie Schweitzer ◽  
Julie Rainwater ◽  
Rebeca Giacinto ◽  
Hendry Ton
Keyword(s):  
Time Management ◽  
Medical Center ◽  
Academic Medical Center ◽  
Junior Faculty ◽  
Work Life ◽  
Individual Development ◽  
Work Life Balance ◽  
Medical Setting ◽  
Life Balance ◽  
Academic Medical

OBJECTIVES/SPECIFIC AIMS: To identify the most frequently reported barriers/constraints and resources by junior faculty in achieving their goals at a large medical school in the Western United States. METHODS/STUDY POPULATION: We reviewed 222 individual development plans (IDPs) from 26 departments in an academic medical center for content regarding constraints and resources to achieve activities and barriers and/or resources to achieve new goals. The content and quality of the IDPs included was ascertained using quantitative data analysis as well a review of open-ended qualitative questions. In addition to analyzing the content, the quality and percent completion of data filled out for each field in the IDP was also assessed to help identify gaps with departments in successfully completing and submitting their IDPs. RESULTS/ANTICIPATED RESULTS: Junior faculty indicated the following barriers: time/time management (55%); work/life balance (32%); funding (8%) and other (5%). Junior faculty also indicated that they had resources to help them achieve their goals, including: mentors (60%); collaborators (26%); colleagues (6%); other (8%). DISCUSSION/SIGNIFICANCE OF IMPACT: The barriers in goal achievement (e.g., time/time management & work/life balance issues) at this academic medical setting suggest that further resources regarding time management and work - life balance need to be developed and disseminated in order to assist faculty in achieving their objectives. This project also reinforces the importance of having a robust mentor or mentoring team for junior faculty. Mentors and administrators should work collaboratively with junior faculty to identify resources to improve time management and work-life balance.

scholarly journals Career Morph: Quantitizing Adversity in Academic Medicine

2016 ◽  
Author(s):  
Carol Isaac ◽  
Rebecca McSorley ◽  
Alexandra Schultz
Keyword(s):  
Academic Medicine ◽  
Medical Center ◽  
Academic Medical Center ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Men And Women ◽  
Clinician Educator ◽  
Academic Medical ◽  
Balance Analysis

Many qualitative researchers reject textual conversion based on philosophical grounds although others believe it facilitates pattern recognition and meaning extraction. This article examined interview data from 52 physicians from a large academic medical center regarding work–life balance. Analysis ranked men and women in four career tracks: Clinician-Educator, Clinician-Researcher, Clinician-Practitioner, and residents. The purpose of this paper is to illustrate how a qualitatively driven (QUAL→quan) mixed method design illustrated differences between stratified groups. Although many initial codes were similar for men and women, their language was gendered and generational in context of work-life balance. Results indicated that women (and low-status men) expressed fewer strategies to successfully negotiate academic medicine. Quantitizing enhanced the interpretive description of adversity.

scholarly journals Balancing Work Life and Family Life: Problems and Remedies

Pravaha ◽  
2018 ◽  
Vol 24 (1) ◽  
pp. 217-232
Author(s):  
Tej Narayan Prasad Nepali
Keyword(s):  
Women Workers ◽  
Family Relationships ◽  
Family Life ◽  
Time Management ◽  
Work And Family ◽  
Work Life ◽  
Work Life Balance ◽  
Simple Task ◽  
Family Responsibilities ◽  
Life Balance

Work- family balance” is a term that refers to an individual’s perceptions of the degree to which s/he is experiencing positive relationships between work and family roles, where the relationships are viewed as compatible and at equilibrium with each other. Like a fulcrum measuring the daily shifting weights of time and energy allocation between work and family life, the term, “workfamily balance,” provides a metaphor to countervail the historical notion that work and family relationships can often be competing, at odds, and conflicting.There was a time when the boundaries between work and home were fairly clear. Today, however, work is likely to invade our personal life — and maintaining work-life balance is no simple task. Family work balance is a complex issue that involves financial values, gender roles, career path, time management and many other factors. Every person and couple will have their own preferences and needs. The problem of maintaining a balance between work life and family life is not a new one. But in the recent few years social scientists have started paying more attention to it. Now there is growing concern in Nepal and experts are of the view that a constant struggle to balance both sets of life will have serious implications on the health of an employee.The seriousness of this problem increases many times in the cases of women workers in our society which is a traditional one and where women are still supposed to have greater family responsibilities. They are expected to look after their children, entertaining the guest, taking care of their parents, in laws and other elderly members of their families as also managing kitchen and other household affairs. Neglecting any of these responsibilities for the sake of discharging work in office or in other institutions where they are employed is not tolerated by their husbands and other male members of the society. We talk of women empowerment but we fail to understand the problems which working women are facing in the tradition bound society like of ours. The study is a pioneering work to investigate into this problem. It is a modest attempt to understand the manner in which women workers try to maintain balance between their work and family lives. The study also explores the ways and means by which female workers can be enabled to maintain proper balance between the two sets of their lives. The findings of this study may be of great use to employers, and business executives as well, who have now come to realize that the responsibility to maintain a healthy work life balance rests on both the organisation and employee. Pravaha Vol. 24, No. 1, 2018, Page: 217-232

scholarly journals Work Life Balance in Nepalese Commercial Banks

2018 ◽  
Vol 2 (1) ◽  
pp. 116-125
Author(s):  
Resham Raj Pathak
Keyword(s):  
Social Sciences ◽  
Organizational Support ◽  
Time Management ◽  
Commercial Banks ◽  
Work Life ◽  
Work Life Balance ◽  
Human Beings ◽  
Life Balance ◽  
Organization Policy ◽  
Working Hour

Work life balance has always been an important issue in social sciences due to its significant influence on career choice, time management, stress management and other important aspects of day to day life of human beings. Moreover, it is universal phenomena. With this context, the study tries to explore and analyze the link between Working hour, income level and organizational support with work-life balance of employees working in selected commercial banks of Nepal. Moreover, the study seeks the necessity to formulate an apparent and specific organization policy to address work life balance in Nepalese Commercial banks.

A Perspective on Work-Life Balance and Its Determinants

2020 ◽  
Vol 11 (4) ◽  
pp. 41-59
Author(s):  
Sonali Bhattacharya ◽  
Netra Neelam ◽  
K. Rajagopal
Keyword(s):  
Time Management ◽  
Personal Characteristics ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Family Structures ◽  
Family Work ◽  
Familial Support ◽  
Significant Difference ◽  
Order Construct

With a changing demography and social structure, the work life balance (WLB) is a major concern felt by employees of most organizations. This study has attempted to have relook at the constructs of work-life balance from the perspectives of banking and information technology employees with various household structures. The present study develops a multidimensional work-life balance scale to measure existing levels of work-life balance. The scale considers work-life balance as a multidimensional second order construct comprising workplace inclusion, family support, employee benefit, time management, coworker relationship, and supervisor-subordinate relationship. The study reveals not only indicators of organizational family work culture, but also personal characteristics such as time management and familial support determine work-life balance. However, no significant difference was perceived in the work life balance was found between employees with different family structures and between the two sectors considered under the study. Also, there was no significant difference in perception of work life- balance between knowledge workers from IT and banking sectors.

scholarly journals Modalities and Determinants of Career Paths in Pediatrics: A Survey of Former Pediatric Residents From Lille University Medical Center

2021 ◽  
Vol 9 ◽  
Author(s):  
Charlotte Héritier-Laffargue ◽  
Chloé Takvorian ◽  
Maeva Kyheng ◽  
Sylvie Nguyen ◽  
François Dubos ◽  
...  
Keyword(s):  
Private Practice ◽  
Career Paths ◽  
Medical Center ◽  
Work Life ◽  
Work Life Balance ◽  
Professional Activity ◽  
Online Questionnaire ◽  
Life Balance ◽  
Pediatric Residents ◽  
Kaplan Meier

There is currently a shortage of pediatricians in the Nord-Pas-de-Calais (NPC) area of France. The shortage affects both hospital positions (since many departures are not replaced) and private practice. The objectives of the present study were to (i) describe the career paths of former pediatric residents from Lille University Medical Center, (ii) identify factors associated with leaving NPC and leaving hospital-based practice, and (iii) compare the characteristics associated with the various types of practice.Methods: Pediatric residents having started their residency at Lille University Medical Center between 1993 and 2013 were invited to fill out an online questionnaire. Main outcomes were leaving NPC and leaving hospital practice. The event rate at different times over a 10-year period was determined using the Kaplan-Meier method.Results: The response rate was 92% (284 out of 310 invited respondents): 61% had changed their place or type of practice at least once, 54% had moved to a different city, and 41% had left NPC. Having trained elsewhere than in Lille and the lack of a chief assistant specialist position in NPC were independently associated with leaving NPC. 73% of the respondents were currently in hospital-based practice. Having started residency after 2003, taking a sabbatical during the residency and not training in a subspecialty (other than general pediatrics) were independently associated with leaving hospital-based practice. The stated reasons for leaving hospital-based practice were on-call duties (according to 71% of the respondents), overwork (46%), family reasons (34%), and a poor atmosphere at work (34%). Hospital-based pediatricians were more active in research and teaching. They worked an average of 13 h more per week than the other respondents, and were less satisfied with their choice of professional activity and their work-life balance.Conclusion: Changes in the place or type of practice have become frequent. With the recent resurgence of interest in private practice, leaving hospital is reportedly associated with better working conditions, greater satisfaction, and a better work-life balance.

scholarly journals Impact of implementing a competency-based job framework for clinical research professionals on employee turnover

2020 ◽  
Vol 4 (4) ◽  
pp. 331-335
Author(s):  
Marissa Stroo ◽  
Kirubel Asfaw ◽  
Christine Deeter ◽  
Stephanie A. Freel ◽  
Rebecca J. N. Brouwer ◽  
...  
Keyword(s):  
Clinical Research ◽  
Employee Turnover ◽  
Large Scale ◽  
Turnover Rate ◽  
Medical Center ◽  
Academic Medical Center ◽  
Medical Setting ◽  
Academic Medical ◽  
Competency Based ◽  
Research Professionals

AbstractIntroduction:A new competency-based job framework was implemented for clinical research professionals at a large, clinical research-intensive academic medical center. This study evaluates the rates of turnover before and after implementation of the new framework. Turnover in this workforce (as with most) is costly; it contributes to wasted dollars and lost productivity since these are highly specialized positions requiring extensive training, regardless of experience in the field.Methods:Trends in employee turnover for 3 years prior to and after the implementation of competency-based job framework for clinical research positions were studied using human resources data. Employee demographics, turnover rates, and comparisons to national statistics are summarized.Results:Employee turnover within the clinical research professional jobs has decreased from 23% to 16%, a 45% reduction, since the implementation of competency-based job framework.Conclusion:The new jobs and career ladders, both of which are centered on a competency-based framework, have decreased the overall turnover rate in this employee population. Since little is known about the rates of turnover in clinical research, especially in the academic medical setting, the results of this analysis can provide important insights to other academic medical centers on both employee turnover rate in general and the potential impact of implementing large-scale competency-based job changes.

scholarly journals The role of mentors in addressing issues of work–life integration in an academic research environment

2019 ◽  
Vol 3 (6) ◽  
pp. 302-307 ◽  
Author(s):  
Dennis R. Durbin ◽  
Stephanie C. House ◽  
Emma A. Meagher ◽  
Jenna Griebel Rogers
Keyword(s):  
Medical Center ◽  
Academic Medical Center ◽  
Academic Research ◽  
Work Life ◽  
Professional Lives ◽  
Training Curriculum ◽  
Mentor Training ◽  
Research Environment ◽  
Academic Medical ◽  
Life Issues

AbstractIntroduction:There is growing evidence for both the need to manage work–life conflict and the opportunity for mentors to advise their mentees on how to do this in an academic research environment.Methods:A multiphase approach was used to develop and implement an evidence-informed training module to help mentors guide their mentees in issues of work–life conflict. Analysis of existing data from a randomized controlled trial (RCT) of a mentor training curriculum (n = 283 mentor/mentee dyads) informed the development of a work–life mentoring module which was incorporated into an established research mentor training curriculum and evaluated by faculty at a single academic medical center.Results:Only 39% of mentors and 36% of mentees in the RCT indicated high satisfaction with the balance between their personal and professional lives. The majority (75%) of mentors and mentees were sharing personal information as part of the mentoring relationship which was significantly associated with mentees’ ratings of the balance between their personal and professional lives. The effectiveness of the work–life module was assessed by 60 faculty mentors participating in a mentor training program at an academic medical center from 2013 to 2017. Among the respondents to the post-training survey, 82.5% indicated they were very/somewhat comfortable addressing work–life issues with their mentees as a result of the training, with significant improvements (p = 0.001) in self-assessments of mentoring skill in this domain.Conclusions:Our findings indicate that a structured training approach can significantly improve mentors’ self-reported skills in addressing work–life issues with their mentees.

scholarly journals Work-life balance in medical students: self-care in a culture of self-sacrifice

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Aled Picton
Keyword(s):  
Medical Students ◽  
Time Management ◽  
Study Skills ◽  
Self Care ◽  
Work Life ◽  
Work Life Balance ◽  
Free Text ◽  
Significant Shift ◽  
Medical Council ◽  
Life Balance

Abstract Background Work-life balance is a key contributor to doctors’ wellbeing and consequently is a central factor in their career decisions. General Medical Council guidance outlines the importance of work-life balance as part of compassionate self-care. Learning self-care should begin as an undergraduate, when academic and clinical workload can contribute to stress, anxiety and burnout. Methods Sequential mixed methods study of medical students in Years 3–5 at the University of Birmingham, UK. Students (n = 145) defined work-life balance in free-text answers and self-assessed their current work-life balance via questionnaires. Following this, a sub-sample of students (n = 44) participated in exploratory individual mini-interviews. Results Work-life balance emerged as a broad and multifactorial concept. Questionnaire respondents most frequently referenced enjoyment, meeting work requirements and time management in their definitions. Interview participants highlighted additional influencing factors such as peer groups, study skills, family and professional culture. Students expect a significant shift towards work after graduating and expressed concerns about the stresses of delivering patient care. 42% (n = 60) of students felt they had received support with their work-life balance during their training, mostly from family and friends. Most students had not received support or advice on their work-life balance from University or hospital staff. Conclusion Self-care and work-life balance are essential for medical students and doctors to cope with lifelong learning and deliver effective care. Medical school staff should be pro-active in supporting students to develop these skills, particularly during critical transition periods. Early interventions targeting study skills and time management may be beneficial. Further research should include students in Years 1–2 and compare different institutions.

scholarly journals Factors influencing career progress for early stage clinician-scientists in emerging Asian academic medical centres: a qualitative study in Singapore

BMJ Open ◽  
2018 ◽  
Vol 8 (3) ◽  
pp. e020398 ◽  
Author(s):  
Sungwon Yoon ◽  
Woon-Puay Koh ◽  
Marcus E H Ong ◽  
Julian Thumboo
Keyword(s):  
Role Models ◽  
Early Stage ◽  
National Level ◽  
Work Life ◽  
Work Life Balance ◽  
Research Career ◽  
Life Balance ◽  
Academic Medical ◽  
Clinician Scientist ◽  
Career Progress

ObjectivesTo explore the factors that influence career progress for early stage clinician-scientists and to identify ways to mitigate these factors in the context of emerging Asian academic medical centres (AMCs).DesignQualitative interviews and thematic data analysis based on grounded theory.Setting and participantsFive focus group interviews comprising 29 early career clinician-scientists who have received their first national-level career development award in Singapore.ResultsClinical priorities represented an overarching concern with many reporting the difficulty in delineating responsibilities between clinical care and research. Additionally, there was a prevailing perception of the lack of support for research at the institutional level. Participants tended to identify mentors through their own efforts in a relatively haphazard manner, often owing to the dearth of role models and perceived inadequacy of reward systems for mentoring. Support from mentors was thought to be limited in terms of targeted scientific guidance and long-term commitments to the relationship. Most of the participants expressed concerns about how they could secure the next level of funding with diminishing confidence. Notably, the work-life balance was neither conceptualised as a ‘barrier’ to successful pursuit of research career nor was it translated into the reason for leaving the dual clinical-research career pathway.ConclusionsResults revealed specific limitations presented by the research environment in newly emerging Asian AMCs. To retain a vibrant clinician-scientist workforce, additional measures are needed, aiming to improve institutional culture of research, build mentoring networks, adopt effective tools for tracking career progress and provide a clear and viable career progression path for clinician-scientist. Further research might explore the cross-cultural differences in managing work-life balance in academic medicine.

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