Specialty choices, compensation, and career satisfaction of underrepresented minority faculty in academic medicine
Specialty choices, compensation, and career satisfaction of underrepresented minority faculty in academic medicine
复制标题
DOI：
10.1097/00001888-200002000-00014
复制
发表时间：
2000-02-01
影响因子：
7.4
通讯作者：
Moskowitz, MA
中科院分区：
文献类型：
--
作者：
Palepu, A;Carr, PL;Moskowitz, MA
目的.尽管努力增加代表性不足的少数民族（URM）的数量，只有3.9%的医学院教师是URM，作者比较了少数民族教师的专业选择，薪酬和职业满意度与他们的多数同行，以确定是否有差异，可能会影响少数民族教师的招聘和保留。1995年，作者向24所随机选择的医学院的3，013名合格的全职受薪教师进行了分层随机抽样的自我管理调查。这些学校，其中至少有200名教师，不包括波多黎各或历史上的黑人医学院。合格的教师接受调查，1，807（60%）回应; 1，463多数教师，195 URM教师，149其他少数民族教师。三组中初级保健专科的比例相似。只有11%的URM受访者在基础科学部门。多数，URM，和其他少数民族教师之间的调整后的平均补偿没有显着差异。然而，URM教师对他们的职业生涯的满意度显着降低（调整后的分数：60与> 65; P = 0.001），更经常考虑在五年内离开学术医学（58%与< 45%）。鉴于美国人口的人口变化，这些问题应该由院长和部门负责人解决，以加强招聘和促进URM教师在学术医学的保留。
Purpose. Despite efforts to increase the numbers of underrepresented minorities (URMs), only 3.9% of medical school faculty are URMs, The authors compared the specialty choices, compensation, and career satisfaction of minority faculty with those of their majority counterparts to determine whether there were differences that might affect the recruitment and retention of minority faculty.Method. In 1995, the authors mailed a self-administered survey to a stratified random sample of 3,013 eligible full-time salaried faculty in 24 randomly selected medical schools. Those schools, which had at least 200 faculty, did not include the Puerto Rican or historically black medical schools.Results. Of the eligible faculty surveyed, 1,807 (60%) responded; 1,463 were majority faculty, 195 were URM faculty, and 149 were other-minority faculty. Similar proportions of the three groups were in the primary care specialties. Only 11% of the URM respondents were in basic science departments. There was no significant difference in adjusted mean compensation between majority, URM, and other minority faculty. However, URM faculty were significantly less satisfied with their careers (adjusted scores: 60 versus > 65; P =.001) and more often considered leaving academic medicine within five years (58% versus < 45%).Conclusion. Given the demographic changes of the U.S. population, these issues should be addressed by deans and department heads in order to enhance recruitment and facilitate retention of URM faculty in academic medicine.