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教师对赞助的了解、行为和看法:一项制度调查研究。

Faculty knowledge, actions, and perceptions of sponsorship: an institutional survey study.

机构信息

Medicine, University of California, San Francisco, USA.

Pharmacy, University of California, San Francisco, USA.

出版信息

Med Educ Online. 2023 Dec;28(1):2218665. doi: 10.1080/10872981.2023.2218665.

Abstract

BACKGROUND

Women and underrepresented in medicine and the health sciences (URiM) faculty face inequities in advancement. Career sponsorship may be a remedy. Few studies have described sponsorship in academic medicine and none across an institution.

OBJECTIVE

To examine faculty awareness, experiences, and perceptions of sponsorship at a large academic health center.

DESIGN

Anonymous online survey.

PARTICIPANTS

Faculty with a ≥50% appointment.

MAIN MEASURES

The survey contained 31 Likert, multiple-choice, yes/no, and open-ended questions about familiarity with the concept of sponsorship; experience of having or being a sponsor; receipt of specific sponsorship activities; sponsorship impact and satisfaction; mentorship and sponsorship co-occurrence; and perception of inequities. Open-ended questions were analyzed using content analysis.

KEY RESULTS

Thirty-one percent of the surveyed faculty (903/2900) responded of whom 53% (477/903) were women and 10% (95/903) were URiM. Familiarity with sponsorship was higher among assistant (91%, 269/894) and associate (182/894; 64%) professors versus full professors (38%, 329/894); women (67%, 319/488) versus men (62%, 169/488); and URiM (77%, 66/517) versus non-URiM faculty (55%, 451/517). A majority had a personal sponsor (528/691; 76%) during their career and were satisfied with their sponsorship (64%, 532/828). However, when responses from faculty of different professorial ranks were stratified by gender and URiM identity, we observed possible cohort effects. Furthermore, 55% (398/718) of respondents perceived that women received less sponsorship than men and 46% (312/672) that URiM faculty received less than their peers. We identified seven qualitative themes: sponsorship importance, growing awareness and change, institutional biases and deficiencies, groups getting less sponsorship, people with sponsorship power, conflation with mentorship, and potential for negative impact.

CONCLUSIONS

A majority of respondents at a large academic health center reported sponsorship familiarity, receipt, and satisfaction. Yet many perceived persistent institutional biases and the need for systematic change to improve sponsorship transparency, equity, and impact.

摘要

背景

女性和医学及健康科学领域(URiM)中的代表性不足的教职人员在职业发展中面临不平等。职业赞助可能是一种补救措施。很少有研究描述过学术医学中的赞助,也没有在整个机构中进行描述。

目的

在一家大型学术医疗中心中,调查教职人员对赞助的认识、经验和看法。

设计

匿名在线调查。

参与者

具有≥50%任命的教职人员。

主要措施

该调查包含 31 个李克特量表、多项选择、是/否和开放式问题,涉及对赞助概念的熟悉程度;拥有或成为赞助商的经验;收到的具体赞助活动;赞助的影响和满意度;指导和赞助的同时发生;以及对不公平的看法。开放式问题采用内容分析进行分析。

主要结果

在接受调查的 2900 名教职人员中,有 31%(903/2900)做出了回应,其中 53%(477/903)为女性,10%(95/903)为 URiM。助理教授(91%,269/894)和副教授(182/894;64%)比正教授(38%,329/894)更熟悉赞助;女性(67%,319/488)比男性(62%,169/488)更熟悉;URiM(77%,66/517)比非 URiM 教职人员(55%,451/517)更熟悉。在他们的职业生涯中,大多数人(691 人中有 528 人,76%)都有个人赞助商,并且对他们的赞助感到满意(828 人中有 64%,532 人)。然而,当按性别和 URiM 身份对不同教授职位的教职人员的回应进行分层时,我们观察到可能存在队列效应。此外,55%(718 名受访者中有 398 名)认为女性得到的赞助比男性少,46%(672 名受访者中有 312 名)认为 URiM 教职人员得到的赞助比同行少。我们确定了七个定性主题:赞助的重要性、日益增强的认识和变化、机构偏见和缺陷、得到较少赞助的群体、拥有赞助权力的人、与指导的混淆以及潜在的负面影响。

结论

在一家大型学术医疗中心,大多数受访者报告了对赞助的熟悉程度、获得和满意度。然而,许多人认为存在持续的机构偏见,需要进行系统的变革,以提高赞助的透明度、公平性和影响力。

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