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首页> 外文期刊>BMC Medical Education >Reasons for faculty departures from an academic medical center: a survey and comparison across faculty lines
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Reasons for faculty departures from an academic medical center: a survey and comparison across faculty lines

机译：教师离开学术医学中心的原因：跨系的调查和比较

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Background Faculty departure can present significant intellectual costs to an institution. The authors sought to identify the reasons for clinical and non-clinical faculty departures at one academic medical center (AMC). Method In May and June 2010, the authors surveyed 137 faculty members who left a west coast School of Medicine (SOM) between 1999 and 2009. In May and June 2015, the same survey was sent to 40 faculty members who left the SOM between 2010-2014, for a total sample size of 177 former faculty members. The survey probed work history and experience, reasons for departure, and satisfaction at the SOM versus their current workplace. Statistical analyses included Pearson’s chi-square test of independence and independent sample t -tests to understand quantitative differences between clinical and non-clinical respondents, as well as coding of qualitative open-ended responses. Results Eighty-eight faculty members responded (50%), including three who had since returned to the SOM. Overall, professional and advancement opportunities, salary concerns, and personal/family reasons were the three most cited factors for leaving. The average length of time at this SOM was shorter for faculty in clinical roles, who expressed lower workplace satisfaction and were more likely to perceive incongruence and inaccuracy in institutional expectations for their success than those in non-clinical roles. Clinical faculty respondents noted difficulty in balancing competing demands and navigating institutional expectations for advancement as reasons for leaving. Conclusions AMCs may not be meeting faculty needs, especially those in clinical roles who balance multiple missions as clinicians, researchers, and educators. Institutions should address the challenges these faculty face in order to best recruit, retain, and advance faculty.
机译：背景教员离职会给机构带来巨大的智力成本。作者试图查明一个学术医学中心（AMC）导致临床和非临床教师离职的原因。方法在2010年5月和2010年6月，作者对137名在1999年至2009年期间离开西海岸医学院（SOM）的教职员工进行了调查。在2015年5月和2015年6月，对40位在2010年之间离开SOM的教职员工进行了相同的调查。 -2014年，样本总数为177名前任教师。该调查调查了工作历史和经验，离职原因以及SOM与当前工作场所之间的满意度。统计分析包括Pearson的独立性卡方检验和独立样本t检验，以了解临床和非临床受访者之间的定量差异，以及定性开放式反应的编码。结果88位教职员工做出了回应（50％），其中包括3位自此以后返回SOM的教师。总体而言，专业和晋升机会，薪水问题以及个人/家庭原因是最常被提及的三个离开因素。与非临床工作人员相比，临床工作人员在此SOM上的平均时间较短，他们的工作场所满意度较低，并且在机构对他们的成功的期望中，他们更容易感到不一致和不准确。临床教师的回答者指出，在平衡竞争需求和导航机构对晋升的期望方面存在困难，这是离职的原因。结论AMC可能无法满足教职人员的需求，尤其是那些在临床工作中平衡了临床，研究人员和教育工作者的多种任务的需求。机构应应对这些教师所面临的挑战，以便最佳地招聘，保留和发展教师。

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