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Table 4 Percentage of respondents who were “somewhat” to “very” satisfied with various dimensions of SOM and current institutions, in authors’ 2015 survey of faculty who left SOM between 1999 and 2014

From: Reasons for faculty departures from an academic medical center: a survey and comparison across faculty lines

 

n (%)

At SOM

At current workplacea

All respondents

Clinical Line

Non-Clinical Line

All respondents

Clinical Line

Non-Clinical Line

Factors

 Guidance

44 (54%)

20 (46%)

24 (65%)

66 (84%)

31 (74%)

35 (95%)

 Leadership†

38 (48%)

17 (39%)

21 (58%)

50 (76%)

24 (66%)

26 (87%)

 Environment

61 (74%)

32 (73%)

29 (76%)

75 (96%)

39 (95%)

35 (95%)

 Institutional support†

41 (50%)

16 (36%)

25 (66%)

63 (82%)

31 (76%)

32 (89%)

Items

 Salary**

30 (37%)

10 (23%)

20 (53%)

69 (90%)

36 (86%)

33 (94%)

 Flexibility*

42 (53%)

17 (39%)

25 (71%)

64 (81%)

33 (92%)

31 (84%)

 Opportunity for partner/spouse*

21 (34%)

7 (22%)

14 (48%)

30 (59%)

15 (54%)

15 (65%)

 Work-life balance*

34 (41%)

13 (30%)

21 (55%)

63 (81%)

34 (92%)

29 (83%)

  1. † p < .10 * p < .05 ** p < .01 for Pearson’s chi-square test of independence between Clinical Line and Non-Clinical Line “At SoM”
  2. aOnly one (salary) was significant among “At current workplace” group
  3. Note: The factors contain the following items: 1) Guidance: satisfaction with orientation to the institution at time of hire, orientation to the department/division at time of hire, tenure and promotion mentoring, informal mentoring and guidance (alpha = 0.89); 2) Leadership: satisfaction with annual counseling with department chair/division chief, department chair/division chief (alpha = 0.89-0.94); 3) Environment: satisfaction with collegiality of faculty in the department/division, collegiality of faculty as a whole, treatment of you by others, connectedness to others within your department/division, connectedness to others outside your department/division (alpha = 0.88); 4) Institutional support: satisfaction with protected time for research, administrative support of your clinical work, consistency and clarity of promotion criteria (alpha = 0.81-0.86)
  4. Valid N’s, All respondents – Clinical Line – Non-Clinical Line, are as follows:
  5. 1. Guidance: at SOM, 81 – 44 – 37; at current workplace, 79 – 42 – 37
  6. 2. Leadership: at SOM, 80 – 44 – 36; at current workplace, 66 – 36 – 30
  7. 3. Environment: at SOM, 82 – 44 – 38; at current workplace, 78 – 41 – 37
  8. 4. Institutional support: at SOM, 82 – 44 – 38; at current workplace, 77 – 41 – 36
  9. 5. Salary: at SOM, 81 – 43 – 38; at current workplace, 77 – 42 – 35
  10. 6. Flexibility: at SOM, 79 – 44 – 35; at current workplace, 79 – 36 – 37
  11. 7. Opportunity for partner/spouse: at SOM, 61 – 32 – 29; at current workplace, 51 – 28 – 23
  12. 8. Work-life balance: at SOM, 82 – 44 – 38; at current workplace, 78 – 37 – 35
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BMC Medical Education

ISSN: 1472-6920

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