Department of Family and Community Medicine, Penn State College of Medicine, Hershey, PA.
Department of Public Health Sciences, Penn State College of Medicine, Hershey, PA.
Fam Med. 2022 Jun;54(6):461-465. doi: 10.22454/FamMed.2022.324428.
Burnout is associated with reduction in patient care time and leaving academic medicine, and is prevalent among faculty, residents, and advanced practice providers. Recognition may positively impact workplace well-being and reduce attrition. The objective of this study was to understand needs and preferences regarding recognition among faculty and providers in a large academic department.
A survey including quantitative and qualitative elements was sent to faculty and providers to identify whether additional recognition was needed and, if so, to seek potential opportunities to improve recognition, with mixed-methods assessment of results.
Fifty-two participants completed the survey (35.9% response rate; 53.8% female, 59.6% faculty); 26.9% reported performing duties at work that are not being recognized, and 19.2% reported seriously considering leaving the institution because they did not feel appreciated. Females were more likely to want tangible goods as a source of recognition (P=.008). While providers preferred to have recommendations for recognition made by office staff (P=.007), associate professors did not (P=.005). Qualitative responses to the survey also revealed concerns regarding favoritism and risk of feeling unappreciated if a recognition system is perceived as unfair.
This survey demonstrated a deficit of recognition and a lack of consensus regarding how or when faculty and providers should be recognized. There were concerns regarding fairness of recognition. Efforts to enhance recognition should avoid assumptions about faculty and provider preferences, and should be attuned to fairness and inclusion.
burnout（职业倦怠）与减少患者护理时间和离开学术医学有关，在教职员工、住院医师和高级实践提供者中很普遍。认知可能会对工作场所的幸福感产生积极影响，并减少人员流失。本研究的目的是了解大型学术部门教职员工和提供者在认可方面的需求和偏好。
向教职员工和提供者发送了一份包含定量和定性要素的调查，以确定是否需要额外的认可，如果需要，寻求改善认可的潜在机会，并对结果进行混合方法评估。
52 名参与者完成了调查（35.9%的回复率；53.8%为女性，59.6%为教职员工）；26.9%的人报告在工作中执行未被认可的职责，19.2%的人因感到不受赏识而认真考虑离开机构。女性更希望获得有形商品作为认可的来源（P=.008）。虽然提供者希望由办公室工作人员提出认可建议（P=.007），但副教授则不希望（P=.005）。调查的定性回复也揭示了对偏袒的担忧，以及如果认可制度被认为不公平，可能会感到不受赏识的风险。
这项调查表明存在认可不足和缺乏共识的问题，即教职员工和提供者应该如何或何时得到认可。人们对认可的公平性表示关注。加强认可的努力应避免对教职员工和提供者偏好的假设，并应适应公平性和包容性。
