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BackgroundAll European countries need to increase the number of health professionals in the near future. Most efforts have not brought the expected results so far. The current notion is that this is mainly related to the fact that female physicians will clearly outnumber their male colleagues within a few years in nearly all European countries. Still, women are underrepresented in leadership and research positions throughout Europe.ObjectivesThe MedGoFem project addresses multiple perspectives with the participation of multiple stakeholders. The goal is to facilitate the implementation of Gender Equality Plans (GEP) in university hospitals; thereby, transforming the working conditions for women working as researchers and highly qualified physicians simultaneously. Our proposed innovation, a crosscutting topic in all research and clinical activities, must become an essential part of university hospital strategic concepts.MethodsWe capture the current status with gender-sensitive demographic data concerning medical staff and conduct Web-based surveys to identify cultural, country-specific, and interdisciplinary factors conducive to women’s academic success. Individual expectations of employees regarding job satisfaction and working conditions will be visualized based on “personal construct theory” through repertory grids. An expert board working out scenarios and a gender topic agenda will identify culture-, nation-, and discipline-specific aspects of gender equality. University hospitals in 7 countries will establish consensus groups, which work on related topics. Hospital management supports the consensus groups, valuates group results, and shares discussion results and suggested measures across groups. Central findings of the consensus groups will be prepared as exemplary case studies for academic teaching on research and work organization, leadership, and management.ResultsA discussion group on gender equality in academic medicine will be established on an internationally renowned open-research platform. Project results will be published in peer-reviewed journals with high-impact factors. In addition, workshops on gender dimension in research using the principles of Gendered Innovation will be held. Support and consulting services for hospitals will be introduced in order to develop a European consulting service.ConclusionsThe main impact of the project will be the implementation of innovative GEP tailored to the needs of university hospitals, which will lead to measurable institutional change in gender equality. This will impact the research at university hospitals in general, and will improve career prospects of female researchers in particular. Simultaneously, the gender dimension in medical research as an innovation factor and mandatory topic will be strengthened and integrated in each individual university hospital research activity. Research funding organizations can use the built knowledge to include mandatory topics for funding applications to enforce the use and implementation of GEP in university hosp...

BackgroundUniversity hospitals make up the backbone of medical and economic services of hospitals in Germany: they qualify specialist physicians, ensure medical research, and provide highly specialized maximum medical care, which other hospitals cannot undertake. In addition to this assignment, medical research and academic teaching must be managed despite a growing shortage of specialist physicians. By the year 2020, the need for the replacement of retired physicians and increased demand will total 30,000 positions. The situation will become more difficult because, on the whole, patients are becoming older and sicker and because specialist physicians are able to find more attractive working conditions in smaller hospitals, abroad, or outside of curative medicine.ObjectiveIn order to retain sufficient qualified employees, major improvements in quality are required in terms of working and training conditions. For this purpose, a sustainable innovation process is necessary, which incorporates solutions from outside of the health care sector in order to be able to learn from experiences and mistakes from other industries. The FacharztPlus project aims to find suitable measures in order to retain specialist physicians for more years after the completion of 5 years of professional training. This should determine the suitability of additional qualifications alongside the professional career and an expertise-related work organization oriented to different stages of life.MethodsStructured interviews, surveys, and repertory grids are used as preparation for cross-industry expert panels to create future work scenarios for university hospitals. Industries involved are harbor logistics (container terminal), airports, and digitized industrial production (“industry 4.0”) because these industries are also facing a shortage of qualified staff and have to respond to rapidly changing demands. Based on the experts’ scenarios, consensus groups will be established in each university hospital trying to reach consensus about the implementation of relevant factors in order to improve employee retention.ResultsWe expect these consensus groups to develop and introduce measures for more structured training procedures, individual and team incentives, organizational guidelines for better recruiting and retention in hospitals, models of flexible and attractive working conditions including shift work and vacation planning, and use of new learning tools (eg, tablet PCs and mobile phones).ConclusionsAll measures are implemented in the Department of Anaesthesiology, Intensive Care, Emergency Care and Pain Medicine at the University Hospital Muenster (UKM) with approximately 150 physicians and in the further 44 departments of the UKM and 22 teaching hospitals, which all together employ more than 5000 physicians. The measures will also be implemented at the university hospitals in Aachen, Rostock, and Greifswald. All decisions and measures will be discussed with representatives from hospital management and professional associations. Results will be...

Hintergrund: Die Psychotherapieausbildung wird mehr und mehr zum Gegenstand empirischer Forschung. In Deutschland hat sich die Psychotherapeutenausbildung nach Inkrafttreten des Psychotherapeutengesetzes erheblich verändert. In Bezug auf die neuen Ausbildungsgänge beginnt nun die Phase der empirischen Evaluation. Ziel der vorliegenden Studie war es, zu dieser Entwicklung im Hinblick auf die Ausbildung in der Verhaltenstherapie (VT) beizutragen. Methode: Eine Stichprobe von n = 2106 Ausbildungskandidaten in VT konnte mit einem Fragebogen zu Ausbildungsbedingungen, Ausbildungserfahrungen und subjektiven Kompetenzerwartungen in Bezug auf psychotherapeutische Kompetenzen befragt werden. Der Fragebogen wurde in Anlehnung an Instrumente zum Hochschulranking in einem mehrstufigen Prozess entwickelt. Durch hierarchische, mehrfach lineare Regressionsanalysen wurde versucht, 5 psychotherapeutische Kompetenzbereiche durch soziodemografische, ausbildungsbezogene und institutionsstrukturelle Prädiktoren vorherzusagen. Ergebnisse: Insgesamt war die erklärte Varianz gering. Ein als angemessen beurteiltes Aufwand/Nutzen-Verhältnis bei der Ausbildung und die persönliche Unterstützung durch einen kompetenten Supervisor konnten jedoch in allen untersuchten Kompetenzbereichen signifikant zur Erklärung der Varianz beitragen. Schlussfolgerungen: Um unterschiedliche Bedürfnisse von Ausbildungskandidaten zu berücksichtigen, sollten unterschiedliche Ausbildungsangebote gemacht werden. Persönliche Unterstützung in der Supervision durch einen erfahrenen Kollegen ist wesentlich für die Entwicklung einer positiven professionellen Kompetenzerwartung.

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