Factors Predicting Physician Assistant Faculty Intent to Leave

Coniglio, David; Akroyd, Duane

doi:10.1097/jpa.0000000000000031

Cited by 19 publications

(16 citation statements)

References 56 publications

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“…Based on our results, burnout is always a factor for CDs intent to leave their position, their program, or academia. Similar observations have been noted in prior studies in the intent to leave and burnout, as well as a relationship between depression, burnout, and professional outcomes among clinically practicing PAs [9][10][11][12][13][14][15]. In our analyses, very few other faculty indicated an intention to leave their position, despite 43% also reporting moderate-high levels of burn out.…”

Section: Faculty Considering Leaving Their Positionsupporting

confidence: 89%

Reasons Clinical Education Directors Intend to Leave their Jobs

Klein

Schrode

Kibe

et al. 2022

Preprint

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Objectives The goals of this study were to characterize clinical coordinators compared to other Physician Assistant (PA) faculty, and investigate factors associated with intent to leave their position, institution, and academia in the U.S. Methods This was a secondary analysis of data obtained from the 2019 PAEA Faculty and Directors Survey. We examined bivariate associations with faculty role and conducted multiple logistic regression to identify predictors of intent to leave among clinical directors. Results Clinical directors indicated an intention to leave their position more often than other faculty. Factors influencing intent to leave were a lack of satisfaction with professional development and moderate to high levels of burnout. Clinical directors with severe burnout had 27x the odds of intending to leave academia. Conclusions Our results suggest why clinical directors intend to leave and underscore the need for professional development opportunities and faculty mentoring. Faculty-centered work arrangements are needed to reduce burnout among clinical directors.

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Section: Faculty Considering Leaving Their Positionsupporting

confidence: 89%

Reasons Clinical Education Directors Intend to Leave their Jobs

Klein

Schrode

Kibe

et al. 2022

Preprint

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“…In developed countries, such as the UK and the USA, the income of specialists is usually to 3 to 4 times of the national average income22; therefore, the income found in our study was relatively low. Physicians, like everyone, are interested in their income 23–25. Hence, the mechanism through which physicians are paid and how much they are paid can affect intention to resign.…”

Section: Discussionmentioning

confidence: 99%

Factors determining intention to leave among physicians in tertiary hospitals in China: a national cross-sectional study

Zhang

et al. 2019

BMJ Open

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ObjectiveThe reasons that physicians leave the institutions have not been extensively studied. We aimed to evaluate these reasons, which include the desire to work at another hospital or the intention to make a career change, among physicians in tertiary hospitals in China and explore the associations between the individual-level and organizational-level factors related to these two reasons for leaving.MethodsWe conducted a national survey of 136 tertiary hospitals across all 31 provinces in China between December 2017 and January 2018. A total of 20 785 physicians were selected to self-report on the two evaluated reasons related to physicians’ intent to leave. A univariate analysis and multilevel regression model were applied to evaluate the factors associated with intention to leave.ResultIn all, 10.4% of the participating physicians had thought about working at another hospital, and 20.5% intended to leave to make a career change. At the hospital level, the government subsidy per bed (OR=0.88, 95% CI: 0.86 to 0.98 and OR=0.91, 95% CI: 0.90 to 0.99), personnel funding per capita (OR=0.86, 95% CI: 0.76 to 0.96 and OR=0.80, 95% CI: 0.73 to 0.88) and the number of physicians per bed (OR=0.83, 95% CI: 0.81 to 0.86 and OR=0.89, 95% CI: 0.81 to 0.92) were negatively associated, while the number of hospital-level medical disputes (OR=1.04, 95% CI: 1.03 to 1.05 and OR=1.06, 95% CI: 1.01 to 1.11) was positively associated with both reasons for leaving. At the individual level, income (OR=0.74, 95% CI: 0.71 to 0.79 and OR=0.88, 95% CI:0.83 to 0.92) and job satisfaction (OR=0.18, 95% CI: 0.17 to 0.20 and OR=0.16, 95% CI: 0.15 to 0.18) acted as preventive factors against both reasons for leaving, while work hours per week (OR=1.11, 95% CI: 1.06 to 1.17 and OR=1.23, 95% CI: 1.19 to 1.28) and medical dispute (OR=1.49, 95% CI:1.35 to 1.65 and OR=1.77, 95% CI: 1.64 to 1.91) acted as promotive factors.ConclusionsAlthough the intention to leave is not prevalent among physicians in tertiary hospitals in China, providing more organisational support and a better occupational environment may promote retention among physicians.

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“…[2][3][4][5][6][7] PA educators often cite demands placed on their time by clinical responsibilities, heavy teaching loads, and service expectations. 4,8,9 Few educators report having protected time to pursue scholarship or professional development. 5 The majority of PA faculty (67%) continue to work clinically during their faculty appointments.…”

Section: Introductionmentioning

confidence: 99%

Barriers to Research: A National Survey of Physician Assistant Faculty

Lolar

Welch

Garino

2023

J Physician Assist Educ

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IntroductionSuccess in research is a well-known challenge for physician assistant (PA) educators. Multiple barriers to research productivity have been proposed. This study examines potential barriers to PA research productivity.MethodsTwo hundred forty-seven PA programs were stratified by region and Carnegie classification, creating 28 strata. One program was randomly sampled from each stratum, and faculty from sampled programs were invited to participate (N = 214). An electronic survey was deployed via Qualtrics. Data were analyzed, accounting for the stratified survey sample design. Reported are proportions with associated 95% confidence intervals.ResultsSurvey response rate was 53% (N = 114). The mean age was 46.7 years [44.5, 48.8 years] and 61% [52.4, 70.4] of respondents were female. Most respondents (53.5%; [44.2, 62.8]) were assistant professors and reported being employed as PA faculty for a mean of 12.4 years [11.2, 13.7 years]. Most respondents (68.1%; [59.7, 76.6]) reported 0 peer-reviewed research articles regardless of number of years as faculty. Few reported an interest in research (22.3%; [14.3, 29.9]) or felt internally driven to perform research (35.4%; [26.6, 44.2]). Most pursued a faculty position to teach (78.1%; [70.5, 85.7]) and spent little time pursuing research. Only 15.8% ([9.7, 21.9]) received research mentorship.DiscussionThis study identified lack of interest in research by faculty and lack of mentorship engagement as important factors underlying the profession’s poor scholarly output. Initiatives to increase scholarship must first focus on fostering individual interest and increasing motivation.

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Factors Predicting Physician Assistant Faculty Intent to Leave

Abstract: The results of this study demonstrate that organizational support, role conflict, and age are significant predictors of PA faculty intention to leave. These results have implications for faculty development and retention efforts.

Cited by 19 publications

References 56 publications

Reasons Clinical Education Directors Intend to Leave their Jobs

Reasons Clinical Education Directors Intend to Leave their Jobs

Factors determining intention to leave among physicians in tertiary hospitals in China: a national cross-sectional study

Barriers to Research: A National Survey of Physician Assistant Faculty

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