Division of Infectious Disease, Department of Medicine, University of Wisconsin School of Medicine and Public Health, Medical Foundation Centennial Building Room 5263, 1685 Highland Avenue, Madison, WI, 53705, USA.
Department of Surgery, University of Wisconsin School of Medicine and Public Health, 600 Highland Avenue, Madison, WI, 53792, USA.
BMC Med Educ. 2024 Feb 1;24(1):109. doi: 10.1186/s12909-024-05083-0.
Burnout is prevalent in medical training. While some institutions have implemented employee-to-employee recognition programs to promote wellness, it is not known how such programs are perceived by resident physicians, or if the experience differs among residents of different genders.
We used convergent mixed methods to characterize how residents in internal medicine (IM), pediatrics, and general surgery programs experience our employee-to-employee recognition ("Hi-5″) program. We collected Hi-5s received by residents in these programs from January 1, 2021-December 31, 2021 and coded them for recipient discipline, sex, and PGY level and sender discipline and professional role. We conducted virtual focus groups with residents in each training program.
We compared Hi-5 receipt between male and female residents; overall and from individual professions. We submitted focus group transcripts to content analysis with codes generated iteratively and emergent themes identified through consensus coding.
Over a 12-month period, residents received 382 Hi-5s. There was no significant difference in receipt of Hi-5s by male and female residents. Five IM, 3 surgery, and 12 pediatric residents participated in focus groups. Residents felt Hi-5s were useful for interprofessional feedback and to mitigate burnout. Residents who identified as women shared concerns about differing expectations of professional behavior and communication based on gender, a fear of backlash when behavior does not align with gender stereotypes, and professional misidentification.
The "Hi-5" program is valuable for interprofessional feedback and promotion of well-being but is experienced differently by men and women residents. This limitation of employee-to-employee recognition should be considered when designing equitable programming to promote well-being and recognition.
burnout 在医学培训中很普遍。虽然一些机构已经实施了员工对员工的认可计划来促进健康，但尚不清楚这些计划在住院医师中的看法如何，或者不同性别的住院医师的体验是否不同。
我们使用收敛混合方法来描述内科（IM）、儿科和普通外科项目中的住院医师如何体验我们的员工对员工认可（“Hi-5”）计划。我们收集了这些项目中住院医师在 2021 年 1 月 1 日至 2021 年 12 月 31 日期间收到的 Hi-5，并对收件人学科、性别和 PGY 水平以及发件人学科和专业角色进行了编码。我们在每个培训项目中与住院医师进行了虚拟焦点小组。
我们比较了男性和女性住院医师之间的 Hi-5 接收情况；总体情况和来自个别专业的情况。我们将焦点小组的记录提交给内容分析，使用迭代生成的代码和通过共识编码确定的新兴主题。
在 12 个月的时间里，住院医师收到了 382 个 Hi-5。男性和女性住院医师收到 Hi-5 的数量没有显著差异。5 名内科、3 名外科和 12 名儿科住院医师参加了焦点小组。住院医师认为 Hi-5 有助于跨专业反馈和缓解 burnout。自认为是女性的住院医师分享了对基于性别的专业行为和沟通的不同期望、行为不符合性别刻板印象时的恐惧以及专业身份识别错误的担忧。
“Hi-5”计划对于跨专业反馈和促进健康非常有价值，但男性和女性住院医师的体验不同。在设计促进健康和认可的公平计划时，应考虑员工对员工认可的这种局限性。
