Fassiotto Magali, Maldonado Yvonne, Hopkins Joseph
Office of Faculty Development and Diversity, Stanford University School of Medicine , Stanford, California, USA.
Department of Pediatrics, Stanford University School of Medicine , Stanford, California, USA.
J Health Organ Manag. 2018 Mar 19;32(1):56-68. doi: 10.1108/JHOM-08-2017-0208. Epub 2017 Dec 18.
Purpose Physician leadership programs serve to develop individual capabilities and to affect organizational outcomes. Evaluations of such programs often focus solely on short-term increases in individual capabilities. The purpose of this paper is to assess long-term individual and organizational outcomes of the Stanford Leadership Development Program. Design/methodology/approach There are three data sources for this mixed-methods study: a follow-up survey in 2013-2014 of program participants ( n=131) and matched (control) non-participants ( n=82) from the 2006 to 2011 program years; promotion and retention data; and qualitative in-person interview data. The authors analyzed survey data across leadership knowledge, skills, and attitudes as well as leadership titles held, following program participation using Pearson's χ test of independence. Using logistic regression, the authors analyzed promotion and retention among participants and non-participants. Finally, the authors applied both a grounded theory approach and qualitative content analysis to analyze interview data. Findings Program participants rated higher than non-participants across 25 of 30 items measuring leadership knowledge, skills, and attitudes, and were more likely to hold regional/national leadership titles and to have gained in leadership since program participation. Asian program participants were significantly more likely than Asian non-participants to have been promoted, and women participants were less likely to have left the institution than non-participants. Finally, qualitative interviews revealed the long-term impact of leadership learning and networking, as well as the enduring, sustained impact on the organization of projects undertaken during the program. Originality/value This study is unique in its long-term and comprehensive mixed-methods nature of evaluation to assess individual and organizational impact of a physician leadership program.
目的 医师领导力项目旨在培养个人能力并影响组织成果。对此类项目的评估往往仅关注个人能力的短期提升。本文的目的是评估斯坦福领导力发展项目的长期个人和组织成果。 设计/方法/途径 这项混合方法研究有三个数据来源：对2006年至2011年项目期间的项目参与者（n = 131）以及匹配的（对照）非参与者（n = 82）在2013 - 2014年进行的后续调查；晋升和留任数据；以及定性的面对面访谈数据。作者使用Pearson独立性χ检验分析了项目参与后在领导知识、技能和态度以及所担任的领导职位方面的调查数据。作者使用逻辑回归分析了参与者和非参与者的晋升和留任情况。最后，作者应用扎根理论方法和定性内容分析来分析访谈数据。 发现 在衡量领导知识、技能和态度的30项指标中的25项上，项目参与者的评分高于非参与者，并且更有可能担任地区/国家领导职位，且自参与项目以来在领导力方面有所提升。亚洲项目参与者比亚洲非参与者晋升的可能性显著更高，女性参与者比非参与者离开该机构的可能性更小。最后，定性访谈揭示了领导力学习和建立人际关系的长期影响，以及该项目期间所开展项目对组织的持久、持续影响。 原创性/价值 本研究的独特之处在于其长期且全面的混合方法评估性质，以评估医师领导力项目对个人和组织的影响。
