Warner Brendon K, Munhall Christopher C, Shah Sunny, Pitiranggon Chada, Camilon Terence James M, Nguyen Shaun A, Labadie Robert F
Department of Otolaryngology-Head and Neck Surgery, Medical University of South Carolina, Charleston, SC, USA.
Ear Nose Throat J. 2024 Sep 18:1455613241275320. doi: 10.1177/01455613241275320.
To assess whether preferential hiring practices, particularly self-hiring, are present in academic otolaryngology departments. A list of academic Otolaryngology-Head and Neck Surgery (O-HNS) departments ranked #1-40 was generated from the Doximity 2021 rankings. The educational background and training information of clinical faculty members and departmental leadership was extracted from each department's online directories. Descriptive statistics were used to examine inter/intradepartmental relationships and affiliations of included clinical faculty and departmental leadership based on current employment and medical training sites. A "prior affiliation ratio" was calculated to assess the degree of self-hiring and account for multiple possible prior affiliations (medical school, residency, and fellowship) by dividing all prior self-hired affiliations of faculty by the total number of faculty at each department. A total of 1344 clinical faculty were identified, and 596 (44.35%) had at least 1 prior affiliation with their department. The overall prior affiliation ratio was 0.6, and 7 departments had a value >0.8, with the highest being 1.27 (>1.0 indicating multiple prior affiliations per individual such as both residency and fellowship). A network map of departments #1-10 showed heavy intradepartmental faculty recruitment with 24% of faculty having completed a #1-10 residency, 24% a #11-20 residency, 13% a #21-30 residency, and 11% a #31-40 residency. Totaling this data, 76% of faculty at departments ranked #1-10 had completed training at a program ranked #1-40. Furthermore, our data shows high rates of self-hiring among departmental leadership, (40% of Departmental Chairs and 62.5% of Program Directors) though rates are not significantly higher than self-hiring among faculty overall. The top 40 ranked O-HNS departments have high rates of self-hiring, relying on prestige of training programs and prior affiliation in hiring decisions. The effect on departmental productivity and training is unclear.
评估学术性耳鼻喉科部门是否存在优先招聘做法，尤其是内部招聘。从Doximity 2021排名中生成了排名前40的学术性耳鼻喉头颈外科（O-HNS）部门名单。临床教员和部门领导的教育背景及培训信息从各部门的在线名录中提取。使用描述性统计来检查纳入的临床教员和部门领导基于当前就业情况和医学培训地点的部门间/部门内关系及附属关系。通过将教员所有先前的内部招聘附属关系除以各部门教员总数，计算“先前附属比率”，以评估内部招聘程度并考虑多种可能的先前附属关系（医学院、住院医师培训和专科培训）。共识别出1344名临床教员，其中596名（44.35%）与所在部门至少有1次先前附属关系。总体先前附属比率为0.6，7个部门的值>0.8，最高为1.27（>1.0表明每个人有多种先前附属关系，如住院医师培训和专科培训都有）。排名1至10的部门的网络图显示部门内教员招聘频繁，24%的教员完成了排名1至10的住院医师培训，24%完成了排名11至20的住院医师培训，13%完成了排名21至30的住院医师培训，11%完成了排名31至40的住院医师培训。汇总这些数据，排名1至10的部门中76%的教员在排名1至40的项目中完成了培训。此外，我们的数据显示部门领导中的内部招聘率很高（40%的系主任和62.5%的项目主任），尽管该比率并不显著高于全体教员的内部招聘率。排名前40的O-HNS部门内部招聘率很高，在招聘决策中依赖培训项目的声誉和先前的附属关系。对部门生产力和培训的影响尚不清楚。
