Sood A, Rishel Brakey H, Myers O, Greenberg N, Tigges B, Sigl D, Wilson B
University of New Mexico Health Sciences Center.
Chron Mentor Coach. 2020 Dec;4(SI13):359-364.
National data indicate about 50% of junior faculty leave a School of Medicine (SOM) within eight years of hire. The long-term goal of the study was to determine innovative strategies for promoting SOM faculty retention. The study objective was to determine factors influencing SOM faculty to exit, and what would encourage them to stay or return. All faculty exiting the University of New Mexico (UNM) SOM were surveyed and their responses analyzed to the following items: (a) If something could have been done differently that might have resulted in staying at UNM, what would it have been? (b) What would need to change at UNM SOM for you to return? and (c) general comments offered. Qualitative analysis of open-ended responses used an iterative process and systematic thematic approach and NVivo software. 173 faculty respondents surveyed between July 2017 and June 2019 included 86 women, 33 non-Caucasians, and 14 Hispanics. A total of 110 faculty reported an MD degree and 117 were assistant professors. Seventy-eight faculty were on clinician educator track. The 367 responses to the three questions were categorized into 10 themes. The most common themes included (a) people (leadership and others) and workplace culture (25.1% of responses); (b) extent of career support and resources (15.3%); (c) organizational systems and administration (13.6%); and (d) faculty feelings of autonomy and value (10.9%). Exiting faculty frequently discussed the need for a change of leadership and changes in organizational climate and culture, which may have influenced their willingness to stay or to return to UNM SOM. To retain faculty, SOM leaders need to strengthen and/or modify organizational climate and culture components. Innovative strategies for this purpose may include organizational interventions followed by evidence-based leadership training programs, and the use of exit surveys for monitoring interventions.
全国数据显示，约50%的初级教员在入职医学院校（SOM）八年内离职。该研究的长期目标是确定促进SOM教员留任的创新策略。研究目的是确定影响SOM教员离职的因素，以及什么会促使他们留任或回归。对所有离开新墨西哥大学（UNM）SOM的教员进行了调查，并分析了他们对以下问题的回答：（a）如果有些事情能做得不一样，从而有可能让你留在UNM，那会是什么？（b）UNM SOM需要做出哪些改变，你才会回来？以及（c）提供的一般性评论。对开放式回答的定性分析采用了迭代过程、系统的主题方法和NVivo软件。2017年7月至2019年6月期间接受调查的173名教员受访者包括86名女性、33名非白种人以及14名西班牙裔。共有110名教员拥有医学博士学位，117名是助理教授。78名教员处于临床教育工作者轨道。对这三个问题的367个回答被归为10个主题。最常见的主题包括：（a）人员（领导及其他人员）和工作场所文化（占回答的25.1%）；（b）职业支持和资源的程度（15.3%）；（c）组织系统与管理（13.6%）；以及（d）教员的自主感和价值感（10.9%）。离职教员经常讨论更换领导以及改变组织氛围和文化的必要性，这可能影响了他们留任或回归UNM SOM的意愿。为了留住教员，SOM领导需要加强和/或调整组织氛围和文化要素。为此目的的创新策略可能包括组织干预，随后开展基于证据的领导力培训项目，以及利用离职调查来监测干预措施。
