Journal of Healthcare Administration,
Год журнала:
2024,
Номер
3(2), С. 214 - 225
Опубликована: Дек. 25, 2024
The
development
of
the
concept
“belonging”
in
workplace
is
still
its
early
stages
and
requires
to
be
clearly
defined
operationalized.
Different
authors
have
interpreted
term
differently,
without
a
clear
standardized
definition,
research
measuring
impact
belonging
as
has
seen
limited
success.
However,
increasingly
recognized
essential
organizational
culture
promote
effective
communication,
safety,
team
member
well-being,
engagement.
Pediatric
healthcare
organizations
are
unique
work
environments
that
may
necessitate
tailored
definition
belonging.
Within
Conservation
Resources
Theory
framework,
this
manuscript
explores
evolution
It
proposes
an
integrated
for
pediatric
settings
with
recommendations
practice
future
research.
proposed
where
individuals
within
collective
mindset
behaviors
help
each
other
feel
supported,
valued,
safe,
accepted.
PM&R,
Год журнала:
2024,
Номер
16(7), С. 772 - 778
Опубликована: Март 17, 2024
Abstract
The
retention
of
physicians
and
other
health
care
professionals
in
rehabilitation
medicine
is
a
critical
issue
that
affects
patients'
access
to
the
quality
they
receive.
In
United
States
globally,
there
are
known
shortages
clinicians
including,
but
not
limited
to,
physicians,
nurses,
physical
therapists,
occupational
speech‐language
pathologists.
These
predicted
worsen
future.
It
attrition
occurs
variety
ways
such
as
clinician
reducing
work
hours
or
effort,
taking
position
at
another
organization,
leaving
field
altogether,
stress‐related
illness,
suicide.
Retention
efforts
should
focus
on
stay
factors
by
creating
positive
culture
supports
sense
belonging
well
addressing
myriad
push
pull
lead
attrition.
this
commentary,
we
provide
roadmap
includes
examples
strategies
for
individuals
organizations
adopt
aimed
enhancing
professionals.
JAMA Network Open,
Год журнала:
2024,
Номер
7(7), С. e2420570 - e2420570
Опубликована: Июль 5, 2024
Importance
Women
account
for
only
28%
of
current
US
medical
school
deans.
Studying
the
differences
between
women
and
men
in
their
preparation
to
becoming
deans
might
help
explain
this
discrepancy.
Objective
To
identify
leadership
development
experiences
ascent
deanship.
Design,
Setting,
Participants
In
qualitative
study,
volunteers
from
roster
Association
American
Medical
Colleges
Council
Deans
were
solicited
interviewed
June
15
November
9,
2023.
recruited
first,
then
who
had
been
appointed
deanships
at
a
similar
time
counterparts
recruited.
on
topics
related
number
applications
deanships,
prior
roles,
development,
personal
factors,
career
trajectories.
Interviews
coded,
themes
extracted
through
conventional
content
analysis.
Main
Outcome
Measures
Career
elicited
using
semistructured
interview
guide.
Results
We
17
deans,
representing
25.8%
(34
132)
total
population
Most
(23
[67.6%])
practiced
medicine-based
specialty
or
subspecialty.
No
statistically
significant
found
with
regard
years
attain
deanship
(mean
[SD],
2.7
[3.4]
vs
3.7
[3.7]
years),
as
dean
5.7
[5.2]
6.0
[5.0]
highest
salary
during
$525
769
[$199
936]
$416
923
[$195
848]),
rankings
315.5
[394.5]
480.5
[448.9]).
Their
reports
indicated
substantive
gender
paths
dean.
Compared
men,
reported
having
work
harder
advance,
while
receiving
less
support
opportunities
positions
by
own
institutions.
Subsequently,
sought
external
programs.
also
experienced
bias
when
working
search
firms.
Conclusions
Relevance
This
study
that
compared
needed
be
more
proactive,
participate
programs,
confront
biases
process.
For
rising
leaders,
lack
consequences,
such
burnout
attrition,
potentially
affecting
makeup
future
generations
Institutional
initiatives
centering
is
mitigate
barriers
faced
aspiring
leaders.
Faculty
turnover
at
institutes
of
higher
learning
disrupts
educational
continuity,
compromises
scholarly
activity,
has
negative
impacts
on
learner
experiences,
and
is
costly.
As
such,
understanding
the
reasons
why
faculty
leave-especially
in
cases
where
they
plan
to
stay
academia-is
critically
important
with
respect
designing
implementing
informed
retention
initiatives.
We
conducted
a
survey
STEM
who
recently
switched
institutions
gain
insights
into
factors
driving
their
decision
leave.
Across
all
respondents,
we
found
that
relating
culture/climate
were
more
than
pay/compensation
or
position
title.
This
relative
prioritization
was
even
apparent
among
women
from
disadvantaged
backgrounds.
contextualize
discuss
implications
our
findings
provide
strategies
for
cultivating
inclusive
climates
promote
retention.
Perspectives of the ASHA Special Interest Groups,
Год журнала:
2025,
Номер
unknown, С. 1 - 13
Опубликована: Фев. 18, 2025
Purpose:
Recent
research
suggests
that
personality
traits
may
be
associated
with
occupational
stress
for
audiologists,
but
this
relationship
had
not
been
examined
prior
to
study.
Method:
The
Audiologist
Occupational
Stress
Questionnaire
(AOSQ;
Severn
et
al.,
2012),
informal
ratings,
the
Core
Self-Evaluations
Scale
(CSES;
Judge
2003),
and
demographic
questions
were
administered
via
Qualtrics
307
U.S.
audiologists.
Results:
There
was
a
significant
inverse
between
AOSQ
CSES
scores
indicating
positive
lower
scores.
related
certain
demographics,
including
years
of
experience,
level
business
involvement,
percent
time
spent
in
direct
patient
care.
Informal
ratings
indicated
participants
who
reported
high
an
“average
day”
levels
also
their
“worst
day.”
significantly
correlated
suggesting
could
provide
quick
indicator
monitor
audiologists'
stress.
themes
emerged
from
qualitative
analyses
Workload,
Lack
Support,
Patients,
Administration,
Financials,
Changes
Audiology.
Conclusions:
Personality
stress,
assessment
traits,
plus
work-related
early
audiologists
at
risk
current
strategies
used
by
identified
study
indication
areas
which
individuals,
profession,
employers
focus
efforts
toward
improving
well-being.
Supplemental
Material:
https://doi.org/10.23641/asha.28318973
Journal of Women s Health,
Год журнала:
2024,
Номер
unknown
Опубликована: Сен. 23, 2024
Attrition
of
women
health
care
professionals
is
high,
threatening
patient
and
advances
in
sciences.
Women
have
often
reported
experiencing
challenges
the
workplace
that
lower
their
sense
belonging
may
precipitate
attrition.
The
current
study
sought
to
identify
dimensions
determine
relative
strength
association
these
with
intent
leave
(ITL)
institution.
