The Growth of Hospitalists and the Future of the Society of General Internal Medicine: Results from the 2014 Membership Survey

Miller, Chad; Fogerty, Robert L.; Gann, Jillian; Bruti, Christopher; Klein, Robin

doi:10.1007/s11606-017-4126-7

Cited by 9 publications

(15 citation statements)

References 9 publications

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“…11 The proportion of female hospitalists increased from 31% in 2012 to 52% in 2014, reflecting equal gender representation in hospital medicine. 12 Available evidence shows gender dispar-BACKGROUND: Gender-based discrimination and sexual harassment, both implicit and overt, have been reported in academic medicine. This study examines experiences of academic hospitalists regarding gender-based discrimination and sexual harassment.…”

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confidence: 99%

Gender‐Based Discrimination and Sexual Harassment Among Academic Internal Medicine Hospitalists

Bhandari

Jha

Cooper

et al. 2021

Journal of Hospital Medicine

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BACKGROUND: Gender-based discrimination and sexual harassment, both implicit and overt, have been reported in academic medicine. This study examines experiences of academic hospitalists regarding gender-based discrimination and sexual harassment. METHODS: A survey was distributed to Internal Medicine hospitalists at university-based academic institutions in the United States. Questions assessed experiences regarding gender-based discrimination and sexual harassment in their interactions with patients, as well as with other healthcare providers (HCPs). RESULTS: Eighteen institutions participated in the survey, resulting in 336 individual responses. Female hospitalists more frequently reported inappropriate touch, sexual remarks, gestures, and suggestive looks by patients compared with male peers both over their careers (P < .001) and in the last 30 days (P < .001). Similarly, females more frequently reported being referred to with inappropriate terms of endearment (eg, “dear,” “honey,” “sweetheart”) by patients both over their careers (P < .001) and in the last 30 days (P < .001). Almost 100% of females reported being mistaken by patients for nonphysician HCPs over their careers, compared with 29% of males (P < .001) (76% vs 10%, in the last 30 days; P < .001). Similarly, females more frequently reported sexual harassment over their careers (P < .05) and being mistaken for nonphysician HCPs by colleagues both over their careers (P < .001) and in the last 30 days (P < .001). Females rated their sense of respect both by patients (P < .001) and colleagues (P < .001) lower than males (P < .001). More females than males reported that gender negatively impacted their career opportunities (P < .001). CONCLUSION: This survey demonstrates that gender-based discrimination and sexual harassment are commonly encountered by academic hospitalists, with a significantly higher number of females reporting these experiences.

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confidence: 99%

Gender‐Based Discrimination and Sexual Harassment Among Academic Internal Medicine Hospitalists

Bhandari

Jha

Cooper

et al. 2021

Journal of Hospital Medicine

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“…In this model, the hospitalist is a physician whose primary professional focus is to act as a general practitioner at the hospital (Freed, 2004). The model helps to reduce the cost of treatment and shorten hospital stays while maintainingor even improvingboth the quality of care and customer satisfaction (Robert et al, 2016;Miller et al, 2017;Lee, 2017). The hospitalist's most important tasks include the provision of comprehensive patient care, effective utilization of resources, improvement of quality of care and participation in medical training (Miller et al, 2017).…”

Section: Hospitalist As a New Working Model In Finlandmentioning

confidence: 99%

“…The model helps to reduce the cost of treatment and shorten hospital stays while maintainingor even improvingboth the quality of care and customer satisfaction (Robert et al, 2016;Miller et al, 2017;Lee, 2017). The hospitalist's most important tasks include the provision of comprehensive patient care, effective utilization of resources, improvement of quality of care and participation in medical training (Miller et al, 2017). As hospitalists have more time for the patient, they are able to make treatment-related decisions that are evidence-based (Sloan et al, 2010).…”

Section: Hospitalist As a New Working Model In Finlandmentioning

confidence: 99%

Persuasive speech in multi-professional change facilitation meetings

Komulainen

Mertaniemi

Lunkka

et al. 2019

JHOM

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Purpose The purpose of this paper is to describe persuasive speech and discourses in multi-professional organizational change facilitation meetings at a hospital through rhetorical discourse analysis. Previous research has often considered organizational change to be a managerial issue, with other employees given the rather passive role of implementators. This study takes an alternative approach in assuming that organizational change could benefit by involving those who are most familiar with the tasks to be changed. Design/methodology/approach The study employed a qualitative, case study approach and focused on the construction of a hospitalist model within multi-professional change facilitation meetings. Eight videos of these multi-professional change facilitation meetings – which occurred between January and September 2017 – were observed and the material was analyzed by rhetorical discourse analysis. An average of 10–20 actors from different professional groups participated in the meetings. The change actors comprised physicians, nursing staff and nursing managers, along with a secretary and hospitalist. The meetings were conducted by a change facilitator. Findings The persuasive speech in the analyzed organizational change meetings occurred within five distinct discourses: constructing the change together, positive feedback, strategic change in speech, patient perspective and driving change. The content of these discourses revealed topics that are relevant to persuading members of healthcare organizations to adopt a planned change. Originality/value The presented research provides new knowledge about how persuasive speech is used in organizational change and describes the discourses in which persuasive speech is used in a healthcare context.

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“…Over the past 20 years, hospitalist medicine has evolved into a unique specialty requiring a skillset separate from that of the outpatient internist or the sub-specialist (Steve Pantilat, 2006;Miller et al, 2017). Aside from their clinical duties, hospitalists are expanding their presence in surgical co-management, subspecialty consultation, medical education, research, hospital leadership, quality improvement, patient safety, and multiple other domains of expertise within the hospital (Wachter, 2002;O'Leary, Kevin J, WIlliams, 2008;Pete Welch et al, 2014;Seymann et al, 2016).…”

Section: Introductionmentioning

confidence: 99%

An Internal Medicine Residency Hospitalist Pathway: A 2-year Follow Up

Smeraglio¹,

Kumar²,

Kaimal³

et al. 2019

MedEdPublish

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Purpose: The Stanford Hospitalist Advanced Practice and Education (SHAPE) Program was established in 2015 as a hospital medicine training track within an academic internal medicine residency program. It is unique because it was created and is currently run by residents with a goal of better preparing residents for careers in hospital medicine. The SHAPE curriculum is based on three principles: (1) clinical excellence in hospitalist-relevant clinical areas, (2) academic development through research and quality improvement, and (3) career mentorship. We provide a two-year follow-up since the establishment of SHAPE and resident attitudes toward the program's effectiveness. Methods:We assessed resident attitudes toward the SHAPE Program and subjective readiness to begin practice via electronic survey from 2015 to 2017.Results: 154 out of 324 (47.5%) total internal medicine residents responded to the surveys. Of those, 17 out of 21 (81.0%) were members of SHAPE. Compared to non-hospitalist-bound residents, SHAPE residents reported improved readiness for independent practice (OR 3.39 [95% CI: 1.1-10.9]) and providing care within the specific domain of palliative care. Conclusions:Here we describe the challenges of maintaining a hospitalist curriculum and the successes that have come from the first resident-run hospitalist training program in the country.

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The Growth of Hospitalists and the Future of the Society of General Internal Medicine: Results from the 2014 Membership Survey

Cited by 9 publications

References 9 publications

Gender‐Based Discrimination and Sexual Harassment Among Academic Internal Medicine Hospitalists

Gender‐Based Discrimination and Sexual Harassment Among Academic Internal Medicine Hospitalists

Persuasive speech in multi-professional change facilitation meetings

An Internal Medicine Residency Hospitalist Pathway: A 2-year Follow Up

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