Engagement, Workplace Satisfaction, and Retention of Surgical Specialists in Academic Medicine in the United States

Wai, Philip Y.; Dandar, Valerie; Radosevich, David M.; Brubaker, Linda; Kuo, Paul C.

doi:10.1016/j.jamcollsurg.2014.03.027

Cited by 54 publications

(38 citation statements)

References 44 publications

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“…In a survey of physician engagement, Generation Xers demonstrated the lowest level of engagement whereas "traditionalists" represented the most engaged group of physicians with baby boomers in between (Kaissi, 2016). Junior faculty likewise had a significantly lower satisfaction rate with their medical school as a workplace compared to senior faculty (65% versus 59%, p < 0.004) (Wai et al, 2014).…”

Section: Discussionmentioning

confidence: 92%

“…In a faculty forward engagement survey of 1356 surgeons Wai and colleagues reported that department governance, collegiality, collaboration, and relationship with their supervisor were the strongest predictors of overall satisfaction, demonstrating that faculty satisfaction with the medical school was primarily driven by workplace culture (Wai et al, 2014). To retain younger faculty, proper initial selection and recruitment, in addition to maintaining a nurturing culture are important (Vonderhaar, 2016;Satiani et al, 2013;Gramer, 2015;Pololi et al, 2009;Wai et al 2014).…”

Section: Discussionmentioning

confidence: 99%

“…To retain younger faculty, proper initial selection and recruitment, in addition to maintaining a nurturing culture are important (Vonderhaar, 2016;Satiani et al, 2013;Gramer, 2015;Pololi et al, 2009;Wai et al 2014). Among other reasons, dissatisfaction due to failure to be promoted may be a cause of younger faculty leaving academic medicine.…”

Section: Discussionmentioning

confidence: 99%

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Attrition of Surgical Faculty in an Academic Medical Center

Satiani¹,

Way²,

Brod³

et al. 2017

OJL

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Importance: With a shortage of surgeons, attrition of academic surgery faculty, especially junior faculty represents an organizational challenge. Objective: To profile surgical faculty attrition at one academic medical center and investigate whether differences in attrition exist over time between faculty ranks, genders or ethnic groups. Design, Setting, and Participants: The population included surgical faculty members who were employed in our academic medical center as of July 1, 1996, or were subsequently hired at least half-time through June 30, 2011. The primary analyses involved length of time to faculty departure during the study period. We applied Kaplan-Meier survival analysis methods, Cox Proportional Hazard Regression, and incidence rates of departure per 100 person-years. Main Outcomes and Measures: Using faculty rank as a time-varying covariate, we examined the association between time to departure and the following: faculty rank, gender, and race. Results: Among 302 members of the surgical faculty, almost 70% of whom entered the study period as assistant professors, the rate of departure was significantly higher for assistant professors compared to senior faculty ranks. Departure rates were not found to be different between gender or race groups. Conclusions and Relevance: The rate of departure over several decades was significantly higher for assistant professors compared to senior faculty ranks. Although estimates of surgeon shortages may vary, to remain competitive and establish a pipeline of future leaders, academic medical centers will not only have to recruit new surgeons to replace retirees, but will also have to work to retain surgeons at the earlier stages of their careers.

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Section: Discussionmentioning

confidence: 92%

Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

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Attrition of Surgical Faculty in an Academic Medical Center

Satiani¹,

Way²,

Brod³

et al. 2017

OJL

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“…In 75% of instances, employment termination is voluntary [1]. Academic physicians who report higher job satisfaction are more likely to remain at their institution of employment, provide higher quality patient care and produce higher patient satisfaction [2].…”

Section: Introductionmentioning

confidence: 99%

“…According to a 2012 study of academic surgical specialists, the strongest predictors of surgeons' overall satisfaction included department governance, collegiality and relationship with supervisors [3]. In the aforementioned study, although compensation was not the primary driver of employment satisfaction, it was determined to be statistically correlated to academic surgeon satisfaction [1].…”

Section: Introductionmentioning

confidence: 99%

Low Career Satisfaction and Compensation Disparities may Contribute to Vascular Surgery Assistant Professor Attrition

Satiani¹,

Prakash²

2017

Vasc Med Surg

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Objectives: We analyzed APVS satisfaction, compensation, perceived and actual gaps between academic and private practice compensation.Methods: 22 APVS completed a survey. Compensation data for APVS and private practice vascular surgeons (PPVS) was gathered from the Medical Group Management Association and Association of American Medical Colleges, respectively. Compensation was compared between APVS and PPVS in practice < 7 years.Results: 31.82% of respondents were satisfied with their career. 22.73% were dissatisfied. 22.73% of respondents were satisfied with their compensation. 59.09% were dissatisfied. APVS believed PPVS with equal experience earned compensation 30.5% greater than theirs and would relinquish their academic appointment if their compensation increased by 41.67%. There was a $70.7K inflation adjusted compensation difference between APVS and PPVS with < 7 years of experience in 2003 (P=0.043) which increased to $114.9K by 2012 (P=.001).Conclusion: APVS report low career satisfaction. There is a widening compensation gap between junior academic and private practice vascular surgeons. Among other measures to improve faculty satisfaction and retention, academic center leadership should consider utilizing non-academic compensation benchmarks to improve recruitment and retention of prospective and current APVS.

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