University of Miami, DeWitt Daughtry Family Department of Surgery, Miami, Florida.
University of Miami, DeWitt Daughtry Family Department of Surgery, Miami, Florida.
J Surg Educ. 2021 Jul-Aug;78(4):1123-1126. doi: 10.1016/j.jsurg.2020.11.015. Epub 2021 Feb 9.
General surgery resident (GSR) 5-year attrition rates of 12% to 20% are currently reported. This study explores the impact of full-time surgery faculty (FSF) diversity on GSR attrition.
Deidentified data were obtained from the Association of American Medical Colleges (AAMC) for FSF at US Liaison Committee on Medical Education (LCME)-accredited medical schools and GSR at the affiliated general surgery residency programs (2001-2016). Data included annual GSR attrition rate and the number, gender, and race of FSF and GSR. Data were analyzed using linear and logarithmic regression.
The study was conducted at the University of Miami Leonard M. Miller School of Medicine in Miami, Florida.
The data obtained included FSF from US LCME-accredited medical schools and GSR from those residency programs affiliated with US LCME-accredited medical schools. Data were included only if available for both FSF and GSR at a single institution. There were 107,300 annual FSF positions and 39,504 annual GSR positions from 61 U.S. LCME-accredited medical schools included in the analysis.
Data included 107,300 FSF positions (26% non-white; 20% female) and 39,504 GSR positions (41% non-white; 33% female) summed across 1034 institution years. Increased female FSF is associated with decreased GSR attrition (R = 0.009, p = 0.002, Fig. 1). For every 1% increase in female FSF, GSR programs were 4% less likely to have an attrition rate in the top quartile (odds ratio 0.96, confidence interval 0.94-0.98).
Gender diversity of FSF has an impact on GSR attrition; more female FSF correlates with lower GSR attrition rates.
目前报道的普通外科住院医师（GSR）5 年离职率为 12%至 20%。本研究探讨全职外科教师（FSF）多样性对 GSR 离职的影响。
从美国医学协会（AAMC）获得了美国外科学会医学教育联络委员会（LCME）认可的医学院和附属普通外科住院医师培训计划（2001-2016 年）的 FSF 和 GSR 的匿名数据。数据包括每年 GSR 的离职率以及 FSF 和 GSR 的数量、性别和种族。使用线性和对数回归分析数据。
该研究在佛罗里达州迈阿密的迈阿密 Leonard M. Miller 医学院的佛罗里达州立大学进行。
获得的数据包括来自美国 LCME 认可的医学院的 FSF 和来自与这些医学院附属的住院医师培训计划的 GSR。只有在单个机构同时有 FSF 和 GSR 的数据时才包括在内。在包括的分析中，有来自 61 所美国 LCME 认可的医学院的 107300 名年度 FSF 职位和 39504 名年度 GSR 职位。
数据包括 107300 个 FSF 职位（26%为非裔美国人；20%为女性）和 39504 个 GSR 职位（41%为非裔美国人；33%为女性），总计分布在 1034 个机构年中。女性 FSF 的增加与 GSR 离职率的降低相关（R=0.009，p=0.002，图 1）。女性 FSF 每增加 1%，GSR 计划出现离职率最高四分位数的可能性就降低 4%（优势比 0.96，置信区间 0.94-0.98）。
FSF 的性别多样性对 GSR 的离职率有影响；更多的女性 FSF 与较低的 GSR 离职率相关。
