Mentorship and Job Satisfaction Among Navy Family Physicians

Saperstein, Adam K.; Viera, Anthony J.; Firnhaber, Gina

doi:10.7205/milmed-d-11-00362

Cited by 13 publications

(8 citation statements)

References 10 publications

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“…In the meantime, some studies have found significant gender differences. For example, Saperstein et al surveyed 186 Navy family physicians with one self-developed item, and found that males had more positive job satisfaction ( 16 ). While in 1,472 doctors from rural areas in West China, the authors reported that female doctors had better job satisfaction than males, based on a self-developed questionnaire ( 17 ).…”

Section: Discussionmentioning

confidence: 99%

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Gender Differences in Job Satisfaction and Work-Life Balance Among Chinese Physicians in Tertiary Public Hospitals

Liú

Jiang

et al. 2021

Front. Public Health

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Background: Gender has been associated with job-related experience, including job satisfaction and work-life balance. This study aimed to identify gender differences in job satisfaction and work-life balance among Chinese physicians in a large, nationally representative sample.Methods: A national cross-sectional survey was conducted between March 18 and 31, 2019, using an anonymous online questionnaire. The questionnaire included the short-form MSQ (Chinese version) and a work-life balance item. The demographic and job-related factors were also collected.Findings: In total, 22,128 physicians (9,378 males and 12,750 females) from 144 tertiary public hospitals completed the survey. The overall MSQ score (job satisfaction) was 70.31 ± 12.67, and it was 69.89 ± 13.24 in males, and 70.63 ± 12.22 in females, respectively (p < 0.001). Only 931 (4.21%) physicians were very satisfied with WLB (421 males, 510 females), and 2,534 (11.45%) were rated as satisfied. Age, education, monthly income, working hours, specialty, and professional titles were significantly associated with job satisfaction; while number of children, specialty, professional titles, monthly income, age, working hours were significantly associated with WLB. No significant gender differences were observed in job satisfaction or WLB after controlling confounding factors (both p > 0.05).Interpretation: While many demographic and work-related factors are significantly associated with job satisfaction and WLB, we found no significant gender differences, which is different from many other studies. To improve Chinese physicians' job satisfaction and work-life balance, interventions should be focused on certain specialties and on other modifiable factors, such as income, working hours.

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Section: Discussionmentioning

confidence: 99%

“…Many studies have examined gender differences of job satisfaction in physicians. While some did not find significant gender differences (10)(11)(12)(13)(14)(15), and a few other studies even found the opposite, that male physician reported higher job satisfaction (16,17).…”

Section: Introductionmentioning

confidence: 93%

Gender Differences in Job Satisfaction and Work-Life Balance Among Chinese Physicians in Tertiary Public Hospitals

Liú

Jiang

et al. 2021

Front. Public Health

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“…Research establishes objective benefits of mentoring in the military. Soldiers with a mentor showed earlier promotions, higher SAT scores, stronger career commitment, and lower (Carter et al, 2016;Saperstein, Viera, & Firnhaber, 2012). Additionally, mentored soldiers showed more incentive to become mentors later and continue supporting their less experienced comrades (Rieckhoff, Schleifer, & McCarthy, 2012).…”

Section: Mentoring In the Militarymentioning

confidence: 99%

Noble Intent Is Not Enough To Run Veterans Court Mentoring Programs: A Qualitative Study of Mentors’ Role Orientation and Responsibilities

Douds

Ahlin

Atkin-Plunk

et al. 2021

2021 | Volume 10, Issue 2

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Mentoring is a key component of veterans treatment courts, a diversionary problemsolving court for justice-involved military veterans. Mentoring programs are unique to veterans' courts; no other problem-solving courts systematically include them as critical components of their court programming. Despite their prominence in veterans courts, little is known about mentor program operations and court expectations for mentors' roles and responsibilities. This study examines mentors' roles and responsibilities as perceived by mentees, mentors, and veterans treatment court staff.Using in-depth interview data from respondents from each of these groups, supplemented by observational data from court hearings and pre-court meetings, we identify three types of mentoring styles: enforcers, sponsor/advocates, and friend. We find a lack of clarity in mentors' roles and responsibilities, which negatively impacted mentor-mentee relationships and mentors' relationships with the court. The three mentoring styles identified in this study offer veterans treatment courts a framework to shape and refine the mentor role and guide future efforts to provide standardized training for mentors.

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“…[1][2][3][4] Because of these benefits, there is interest in creating formal mentoring programs within residencies. Optimal methods of developing mentoring relationships are not known.…”

Section: Introductionmentioning

confidence: 99%

Results of a Formal Mentorship Program for Internal Medicine Residents: Can We Facilitate Genuine Mentorship?

Cohee¹,

Koplin²,

Shimeall³

et al. 2015

Journal of Graduate Medical Education

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Background Mentorship programs are perceived as valuable, yet little is known about the effect of program design on mentoring effectiveness. Intervention We developed a program focused on mentoring relationship quality and evaluated how subsequent relationships compared to preexisting informal pairings. Methods Faculty members were invited by e-mail to participate in a new mentoring program. Participants were asked to complete a biography, subsequently provided to second- and third-year internal medicine residents. Residents were instructed to contact available mentors, and ultimately designate a formal mentor. All faculty and residents were provided a half-day workshop training, written guidelines, and e-mails. Reminders were e-mailed and announced in conferences approximately monthly. Residents were surveyed at the end of the academic year. Results Thirty-seven faculty members completed the biography, and 70% (26 of 37) of residents responded to the survey. Of the resident respondents, 77% (20 of 26) chose a formal mentor. Of the remainder, most had a previous informal mentor. Overall, 96% (25 of 26) of the residents had identified a mentor of some kind compared to 50% (13 of 26) before the intervention (P < .001), and 70% (14 of 20) who chose formal mentors identified them as actual mentors. Similar numbers of residents described their mentors as invested in the mentorship, and there was no statistical difference in the number of times mentors and mentees met. Conclusions Facilitated selection of formal mentors produced relationships similar to preexisting informal ones. This model may increase the prevalence of mentorship without decreasing quality.

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Mentorship and Job Satisfaction Among Navy Family Physicians

Abstract: Having a mentor is associated with positive job satisfaction among Navy family physicians, even after adjusting for multiple other factors. An implication is that a mentorship program may be a strategy for improving job satisfaction.

Cited by 13 publications

References 10 publications

Gender Differences in Job Satisfaction and Work-Life Balance Among Chinese Physicians in Tertiary Public Hospitals

Gender Differences in Job Satisfaction and Work-Life Balance Among Chinese Physicians in Tertiary Public Hospitals

Noble Intent Is Not Enough To Run Veterans Court Mentoring Programs: A Qualitative Study of Mentors’ Role Orientation and Responsibilities

Results of a Formal Mentorship Program for Internal Medicine Residents: Can We Facilitate Genuine Mentorship?

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