Association between job stress and perceived quality of life.
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Female↗
Biomedical subjects
R T Blackburn
Publications and source records attributed to R T Blackburn.
Mentoring and junior faculty productivity.
Senior and junior mentor/mentee nursing school faculty were studied with respect to their research output, and compared to other senior and junior faculty not having a mentor relationship. Mentoring turns out to be multidimensional. Being a mentee's advocate, socializing her to the organization, and encouraging her dream have little effect on output. Working directly with the junior faculty member on projects significantly increases the research activity of both and separates them from faculty not in a mentor/mentee relationship.
Adult↗
Physician careers and an academic health science center.
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Academic Medical Centers↗
The socialization of a Medical School faculty.
The research reported here shows the processes which socialize M.D.s and Ph.D.s into academic roles in a medical school and the factors affecting their retention and attrition. Eighty-one percent (350) of the regular faculty of a midwestern university medical school provided career background data and information on their attitudes toward issues within their school and their perceived and preferred organizational goals, characteristics, and managerial styles. Sherlock and Morris' (1) paradigm was the theoretical framework. Principal findings include the greater importance of latent over manifest variables, the M.D.s' late decision to try an academic career, the high colleague acceptance of the new M.D. recruit, the greater adoption of university professoriat norms by the Ph.D.s, and the high goal agreement between basic science and clinical faculty.
Career Choice↗
Factors influencing medical school faculty disposition toward collective bargaining.
Faculty attitudes toward collective bargaining at a prestigious public medical school indicate considerable ambivalence toward unionization. As might be expected, salary dissatisfaction is the greatest cause of faculty discontent; however, it is not the most important factor in favoring collective strength. The irony is that the faculty members most in favor of collective bargaining are least dissatisfied with their salary levels. Conversely, the highest earning faculty members are least in favor of unionization but most dissatisfied with their salary scale. The study reported here shows that faculties perceive the protection or enhancement of collegiality as the single most important factor influencing their attitudes toward unionization. This perception suggests that faculties see collective bargaining as a means of strengthening their position relative to greater inclusion in the decision-making processes of the medical school.
Age Factors↗