Associations between hematology/oncology fellows’ training and mentorship experiences and hematology-only career plans

Masselink, Leah E.; Erikson, Clese; Connell, Nathan T.; Castro, Laura M. De; Dent, Georgette A.; Marshall, Ariela L.; Naik, Rakhi P.; Nelson, Marquita; Rajasekhar, Anita; Sharma, Deva; Smith, Melody; Lee, Alfred Ian

doi:10.1182/bloodadvances.2019000569

Cited by 22 publications

(22 citation statements)

References 24 publications

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“…Fellows' reported intent to practice medical oncology or a mix of hematology and medical oncology rather than hematology (either malignant or non-malignant) as a primary focus, as well as fellows' intent to practice in academic sites, is similar to that reported in other studies [1][2][3]. Given the lack of prior studies in the literature specifically regarding the job search process for graduating HO trainees, it is somewhat difficult to compare these results to other studies within the specialty itself.…”

Section: Discussionsupporting

confidence: 71%

“…Although limited by the small number of respondents and the resulting potential for bias on the part of those who responded, we consider that the unique nature of this study is a major strength. The response rate of 43%, while not ideal, is similar to or higher than that of other survey-based studies published in the education and career development literature [ 2 , 11 ]. We also acknowledge that this survey was conducted with a small number of fellows at an academically focused program, and that the high percentage of graduates who opt to pursue academic careers may limit the broad generalizability to all HO fellowship programs, particularly community-based programs.…”

Section: Discussionsupporting

confidence: 64%

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Pilot Study Characterizing the Hematology-Oncology Fellow Job Search Process: Tools Used and Identification of Potential New Resources

et al. 2021

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While the search for post-fellowship employment is an essential part of early career development, little is known about the tools and techniques fellows use during their job search and the specific challenges they face during the process. In this pilot survey study of hematology-oncology (HO) fellows at a large academic training program, the majority of 20 respondents (43% of all fellows) reported a plan to specialize in medical oncology, and most planned to practice in an academic setting. Fellows who had started the job search process reported using several tools/techniques including online job centers and email distribution lists, word of mouth, prior connections with other institutions, and their HO fellowship program leadership, and most reported that their current institution provided help for their job search in at least one way. Job search challenges included learning about available positions, lack of mentorship on the process, lack of sufficient time for the process, and lack of preparation for negotiation. Fellows suggested additional resources that could be helpful to future job searchers including access to information about prior HO fellowship graduates, training in negotiation and interviewing, and career development mentorship. We plan to use this information to expand our own Career Development program for fellows enacting many of these suggestions, and we encourage the use of this information as pilot data for the development of larger studies across other medical and surgical specialties.

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Section: Discussionsupporting

confidence: 71%

Section: Discussionsupporting

confidence: 64%

Pilot Study Characterizing the Hematology-Oncology Fellow Job Search Process: Tools Used and Identification of Potential New Resources

et al. 2021

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“…The role of mentorship has been shown to be an important driver behind the success of young oncologists in pursuing clinical research and career in oncology. 17 In contrast, the complexity of LATAM’s health systems and lack of mentorship forces young physicians to be almost exclusively dedicated to clinical practice, relegating academic education and research development.…”

Section: Discussionmentioning

confidence: 99%

“…The experiences of HIC have shown that mentorship is an effective strategy to encourage professional development and to promote regional collaboration. 17 Nevertheless, participants of the AAZPIRE projects have highlighted unique characteristics that should be considered for its implementation in LATAM, considering the challenges young professionals face in our region.…”

Section: Discussionmentioning

confidence: 99%

Mentoring as an opportunity to improve research and cancer care in Latin America (AAZPIRE project)

et al. 2020

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Effective networking and mentoring are critical determinants of professional satisfaction and success in oncology. There are multiple benefits associated with established mentoring programs. However, these are scarce in Latin America (LATAM). The AAZPIRE project meeting was held to encourage the discussion of mentorship strategies in our region, to create new learning frameworks, and improve cancer care. A group of 30 young oncologists and investigators, together with seven members of LACOG and CLICaP experts of 8 LATAM countries, were reunited to share views and define opportunities, barriers, and possible solutions to implement mentorship programs in LATAM. For each of the mentioned topics, key points were obtained by consensus, and a literature review was conducted to support group conclusions. This article analyses mentoring in LATAM countries and its role on promoting leadership. It will address conceptual frameworks, limitations, and opportunities from the perspectives of both mentor and mentee. The creation of regional and international group stimulation programs and joint projects that impact health policies are attractive, starting points to implement mentorship scenarios.

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“…Although faculty jobs may be sparse in our subspecialty, adult hematology and oncology career options are more plentiful and varied, with private practice options yielding higher salaries. This allows for numerous open positions in adult hematology/oncology, to the point that adult hematology as a field is developing recruitment strategies to attract enough trainees to better populate their workforce 30 . These differences in post‐fellowship opportunities could, at least partially, explain the differing trends of burnout in pediatric vs medical hematology/oncology.…”

Section: Discussionmentioning

confidence: 99%

Burnout in pediatric hematology oncology fellows: Results of a cross‐sectional survey

Moerdler

Weng

et al. 2020

Pediatric Blood & Cancer

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Burnout is a significant problem in the medical community, including among pediatric hematology/oncology (PHO) faculty. However, the prevalence of burnout, its associated risk factors, and outcomes within PHO fellows are unknown. We present the results of a cross-sectional study of PHO fellows from 21 training programs. A total of 45/115 fellows (39.1%) met criteria for high level of burnout. Fellows who met criteria for high burnout also demonstrated poor outcomes including decreased empowerment, increased doctor-centered care, decreased self-assessed humanism, and decreased satisfaction with training. Further longitudinal investigation is needed to better understand burnout and the causative factors affecting PHO fellows.

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Associations between hematology/oncology fellows’ training and mentorship experiences and hematology-only career plans

Abstract: Key PointsClinical, research and mentorship experiences in hematology are positively associated with fellows' plans to pursue hematology-only careers.

Cited by 22 publications

References 24 publications

Pilot Study Characterizing the Hematology-Oncology Fellow Job Search Process: Tools Used and Identification of Potential New Resources

Pilot Study Characterizing the Hematology-Oncology Fellow Job Search Process: Tools Used and Identification of Potential New Resources

Mentoring as an opportunity to improve research and cancer care in Latin America (AAZPIRE project)

Burnout in pediatric hematology oncology fellows: Results of a cross‐sectional survey

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