Zimmermann Ellen M, Mramba Lazarus K, Gregoire Hamleen, Dandar Valerie, Limacher Marian C, Good Michael L
Faculty Development, College of Medicine, Department of Medicine, Division of Gastroenterology, University of Florida, Gainesville, FL, USA.
Department of Biostatistics & Data Science, University of Kansas, Kansas City, KS, USA.
J Healthc Leadersh. 2020 Jan 8;12:1-10. doi: 10.2147/JHL.S225291. eCollection 2020.
This study seeks to identify the characteristics and attitudes of faculty in US medical colleges who are at risk of leaving their institution.
This research leverages data from the AAMC StandPoint Faculty Engagement Survey administered to 37,779 faculty representing 36 institutions participating during 2013-2016. Univariate and multivariable robust logistic regression models were used to assess predictors of the intent to leave based on the question: "Do you plan to leave this medical school in the next 1-2 years?".
Thirty percent (n=5559/18,475) of faculty responded that they were considering leaving their institution. Thirty-one percent of female faculty vs 29% of male faculty expressed an intent to leave. At-risk faculty were likely to be at junior faculty rank and at their institutions for 6-15 years vs other time periods (OR=1.16; p≤0.001). Having an administrative title (OR=0.72; p≤0.001) and receiving formal mentorship (OR=0.65; p≤0.001) were protective. Finally, faculty answering "disagree" or "strongly disagree" to any one of these StandPoint Survey questions were at > 6 fold risk of expressing an intent to leave: 1) I am satisfied with my opportunities for professional development, 2) I feel appreciated by my supervisor, 3) My day-to-day activities give me a sense of accomplishment.
Faculty expressing an intent to leave their institution have an identifiable profile. Top concerns of at-risk faculty relate to supervisory relationships and growth opportunities rather than compensation or governance. Institutional leaders should consider these factors in the development of a proactive strategy to retain talented faculty.
本研究旨在确定美国医学院校中存在离职风险的教职员工的特征和态度。
本研究利用了美国医学协会（AAMC）立场教职员工参与度调查的数据，该调查针对2013 - 2016年期间参与的36所机构的37779名教职员工进行。使用单变量和多变量稳健逻辑回归模型，根据“你是否计划在未来1 - 2年内离开这所医学院？”这一问题来评估离职意愿的预测因素。
30%（n = 5559 / 18475）的教职员工表示他们正在考虑离开所在机构。31%的女性教职员工与29%的男性教职员工表达了离职意愿。与其他时间段相比，有离职风险的教职员工可能处于初级教职级别且在所在机构工作6 - 15年（OR = 1.16；p≤0.001）。拥有行政头衔（OR = 0.72；p≤0.001）和接受正式指导（OR = 0.65；p≤0.001）具有保护作用。最后，对立场调查中的任何一个问题回答“不同意”或“强烈不同意”的教职员工表达离职意愿的风险增加超过6倍，这些问题包括：1）我对自己的职业发展机会感到满意，2）我感到受到上级的赏识，3）我的日常活动给我一种成就感。
表达离职意愿的教职员工具有可识别的特征。有离职风险的教职员工最关心的是监督关系和成长机会，而非薪酬或管理。机构领导者在制定积极主动留住优秀教职员工的策略时应考虑这些因素。
