Department of Emergency Medicine, The Ohio State University College of Medicine, Columbus, Ohio.
Section of Endocrinology, Department of Pediatrics, The Ohio State University College of Medicine and Nationwide Children's Hospital, Columbus, Ohio; Department of Psychiatry and Behavioral Health, Department of Pediatrics, The Ohio State University College of Medicine and Nationwide Children's Hospital, Columbus, Ohio.
J Surg Res. 2024 Nov;303:173-180. doi: 10.1016/j.jss.2024.09.011. Epub 2024 Oct 1.
Leadership development programs are the key for engaging physicians as partners in health-care administration. These programs have become common; however, one potential consequence of leadership training is attrition.
Using a prospectively collected database, Kaplan-Meier curves were used to analyze attrition of physician faculty following an intramural leadership program at an academic health center.
Six cohorts totaling 165 faculty successfully completed our leadership program. Sixty-one faculty (37%) were from surgical departments (Group A) and 104 (63%) from nonsurgical departments (Group B). Thirty-six program graduates (21.8%) departed the institution at a mean follow-up of 68 mo for an annualized attrition rate of 3.6%. Attrition rates for Group B were significantly greater than for Group A (P = 0.05). Most faculty left for career advancement opportunities elsewhere.
Our annualized attrition rate for leadership trained faculty was 3.6%, well below the attrition rate of our academic health center (5.3%) over a similar time period, and the 2018 national physician attrition rate of 7.8%. Strategies to improve retention are discussed.
领导力发展项目是让医生成为医疗保健管理合作伙伴的关键。这些项目已经很常见；然而，领导力培训的一个潜在后果是人员流失。
使用前瞻性收集的数据库，通过 Kaplan-Meier 曲线分析了学术医疗中心内部领导力项目后医生教师的人员流失情况。
共有 6 个队列，总计 165 名教师成功完成了我们的领导力项目。61 名教师（37%）来自外科系（A 组），104 名教师（63%）来自非外科系（B 组）。36 名项目毕业生（21.8%）在平均 68 个月的随访后离开机构，年流失率为 3.6%。B 组的流失率明显高于 A 组（P=0.05）。大多数教师离开是为了在其他地方获得职业发展机会。
我们培训过的领导力教师的年流失率为 3.6%，远低于我们学术医疗中心同期的流失率（5.3%），也低于 2018 年全国医生的流失率（7.8%）。讨论了提高留任率的策略。
