scholarly journals Part-time Pediatric Practice: Demographic and Medical Practice Characteristics and Implications for State Medical Boards

2017 ◽  
Vol 103 (4) ◽  
pp. 17-23
Author(s):  
Mary E. Rimsza ◽  
Holly Ruch-Ross ◽  
William B. Moskowitz ◽  
Harold K. Simon ◽  
Kelly Towey ◽  
...  
Keyword(s):  
The United States ◽  
Full Time ◽  
Electronic Survey ◽  
Quality Patient Care ◽  
Practice Characteristics ◽  
Part Time ◽  
Small Cohort ◽  
Appointment Availability ◽  
Survey Responses ◽  
State Medical Boards

The increasing number of part-time physicians in pediatrics and other specialties has major implications for state medical boards. This study examines the demographic and practice characteristics of part-time pediatricians compared to full-time pediatricians and the implications of these characteristics on licensure requirements. An electronic survey on workforce topics was developed by the American Academy of Pediatrics' Committee on Pediatric Workforce. The survey responses of part-time pediatricians were compared to the responses of pediatricians working full-time. Approximately 31% of the part-time pediatricians plan to continue to work part-time for > 10 years. A small cohort of part-time pediatricians (4.7%) were working < 11 hours per week. The demographic and practice characteristics of part-time pediatricians differ significantly from full-time pediatricians but there was no difference in reported appointment availability between part-time and full-time pediatricians. These findings have implications for the regulatory community regarding the number of hours a physician must work to provide quality patient care and be considered an active physician in good standing. They also have important implications for projecting the number of pediatricians needed to ensure that all children have access to care in the United States.

scholarly journals The Retention of Experienced Faculty in Online Distance Education Programs: Understanding Factors that Impact their Involvement

2009 ◽  
Vol 10 (3) ◽  
Author(s):  
Tim Green ◽  
Jeffery Alejandro ◽  
Abbie H. Brown
Keyword(s):  
Distance Education ◽  
Online Courses ◽  
The United States ◽  
Full Time ◽  
University Administrators ◽  
Education Faculty ◽  
Online Distance Education ◽  
Part Time ◽  
Online Distance ◽  
Survey Responses

The study sought to determine factors that affect faculty decisions regarding their involvement in teaching online distance education courses. A survey was administered to online distance education faculty across the United States to determine those factors that encourage or discourage them from continuing to teach online courses. The factors were examined and reported from the standpoint of each of four faculty groups: (1) tenured, (2) tenure-track, (3) full-time non-tenured/fixed term, and (4) part-time/adjunct. From the survey responses (N = 135), a list of retention strategies that university administrators may use for retention of online distance education faculty are offered.

The Politics of Part-Time Work: Gender, Employment Status, and Preferences for Redistribution

2020 ◽  
pp. 1-38
Author(s):  
David S. Pedulla ◽  
Michael J. Donnelly
Keyword(s):  
Employment Status ◽  
General Social Survey ◽  
The United States ◽  
Limited Attention ◽  
Full Time ◽  
Cross Sectional ◽  
Preferences For Redistribution ◽  
Time Work ◽  
Part Time ◽  
Part Time Work

Abstract The social and economic forces that shape attitudes toward the welfare state are of central concern to social scientists. Scholarship in this area has paid limited attention to how working part-time, the employment status of nearly 20% of the U.S. workforce, affects redistribution preferences. In this article, we theoretically develop and empirically test an argument about the ways that part-time work, and its relationship to gender, shape redistribution preferences. We articulate two gender-differentiated pathways—one material and one about threats to social status—through which part-time work and gender may jointly shape individuals’ preferences for redistribution. We test our argument using cross-sectional and panel data from the General Social Survey in the United States. We find that the positive relationship between part-time employment, compared to full-time employment, and redistribution preferences is stronger for men than for women. Indeed, we do not detect a relationship between part-time work and redistribution preferences among women. Our results provide support for a gendered relationship between part-time employment and redistribution preferences and demonstrate that both material and status-based mechanisms shape this association.

Participation by Women in Annual Meetings, 1970-78

1979 ◽  
Vol 12 (03) ◽  
pp. 318-324 ◽  
Author(s):  
Martin Gruberg ◽  
Virginia Sapiro
Keyword(s):  
Political Science ◽  
The United States ◽  
Moderate Increase ◽  
Full Time ◽  
Part Time Faculty ◽  
Faculty Teaching ◽  
Previous Decade ◽  
The Status ◽  
Part Time ◽  
Time Faculty

In the late sixties, women in the United States became sensitized to their second-class status and organized to raise their consciousness and change their conditions. At the same time women in academia began to organize within their disciplines to address the problems they faced there. Political science was no exception; in 1969, when women constituted 5 percent of the membership of the APSA and 8 percent of all political science faculty teaching in colleges and universities, the APSA Committee on the Status of Women in the Profession and the Women's Caucus for Political Science formed. Numerous reports have revealed a moderate increase in the presence of women in the profession in recent years. As Table 1 shows, the percentage of degrees in political science awarded to women has increased since 1970. By the academic year 1976–77 women constituted 11 percent of full-time faculty and 18 percent of part-time faculty. Twenty-three percent of the students entering Ph.D. programs in 1977 were women, a downturn of 3 percent from the previous year, although an overall rise from the previous decade.

Variation in pediatric stereoelectroencephalography practice among pediatric neurosurgeons in the United States: survey results

2021 ◽  
pp. 1-9
Author(s):  
Benjamin C. Kennedy ◽  
Joshua Katz ◽  
Jacob Lepard ◽  
Jeffrey P. Blount
Keyword(s):  
United States ◽  
The United States ◽  
Median Number ◽  
Pediatric Epilepsy ◽  
Case Volume ◽  
Median Response ◽  
Younger Patients ◽  
Electronic Survey ◽  
Survey Results ◽  
Survey Responses

OBJECTIVE Stereoelectroencephalography (SEEG) has become widespread in the United States during the past decade. Many pediatric neurosurgeons practicing SEEG may not have had experience with this technique during their formal training, and the literature is mostly limited to single-center series. As a result, implementation of this relatively new technique may vary at different institutions. The authors hypothesized that aspects of SEEG experience, techniques, and outcomes would vary widely among programs across the country. METHODS An electronic survey with 35 questions addressing the categories of training and experience, technique, electrode locations, and outcomes was sent to 128 pediatric epilepsy surgeons who were potential SEEG users. RESULTS Sixty-one pediatric fellowship-trained epilepsy surgeons in the United States responded to the survey. Eighty-nine percent were actively using SEEG in their practice. Seventy-two percent of SEEG programs were in existence for less than 5 years, and 68% were using SEEG for > 70% of their invasive monitoring. Surgeons at higher-volume centers operated on younger patients (p < 0.001). Most surgeons (70%) spent 1–3 hours per case planning electrode trajectories. Two-thirds of respondents reported a median implant duration of 5–7 days, but 16% reported never having an implant duration > 5 days, and 16% reported having had implants stay in place for > 4 weeks. The median response for the median number of electrodes initially implanted was 12 electrodes, although 19% of respondents reported median implants of 5–8 electrodes and 17% reported median implants of 15–18 electrodes. Having a higher volume of SEEG cases per year was associated with a higher median number of electrodes implanted (p < 0.001). Most surgeons found SEEG helpful in defining an epileptic network and reported that most of their SEEG patients undergo focal surgical treatment. CONCLUSIONS SEEG has been embraced by the pediatric epilepsy surgery community. Higher case volume is correlated with a tendency to place more electrodes and operate on younger patients. For most parameters addressed in the survey, responses from surgeons clustered around a norm, though additional findings of substantial variations highlight differences in implementation and philosophy among pediatric epilepsy programs.

Gender Pay Gap

Sociology ◽  
2019 ◽  
Author(s):  
JooHee Han ◽  
Michelle Budig
Keyword(s):  
Gender Gap ◽  
White Women ◽  
The United States ◽  
Gender Segregation ◽  
Hourly Wage ◽  
Full Time ◽  
Gender Pay Gap ◽  
Pay Gap ◽  
Time Work ◽  
Part Time

The “gender pay gap” refers to the average difference in men’s and women’s earnings, and is typically adjusted for hours worked. The gender pay gap can refer to differences in mean or median annual earnings, weekly earnings, or hourly wage. Because women tend to work part-time at higher rates than do men, and because part-time work tends to pay lower hourly wages relative to full-time work, the size of the gender pay gap is affected by whether full- and part-time, full-year or seasonal, and very young and very old workers are included in the estimates. Among full-time, year-round American workers aged sixteen and above in 2017, the gender pay gap (median weekly earnings) was 18.2 percent, meaning that women earned 81.8 cents of every man’s dollar. In the United States, women of color earn less relative to white men than white women do, owing to racial gaps in pay among women; moreover, within-race gender pay gaps are often smaller among racial/ethnic minorities, reflecting the low earnings of minority men. The gender gap has narrowed considerably since the early 20th century, yet disparities in women’s and men’s earnings persist. Moreover, this narrowing has not proceeded in a linear fashion and the gap has occasionally increased. This entry first introduces important literatures on historic and contemporary trends in the gender pay gap and then discusses the various explanations for the persistence of, and changes in, the gap. These explanations highlight the role of occupational gender segregation; the devaluation of female-typed work; gender differences in experience; family structure, care responsibilities, and the gendered impact of parenthood; workplace structures of inequality; glass ceilings and glass escalators. This entry concludes with a discussion of narrowing the gap and what it will take to close the gap.

Expanding Roles of Healthcare Epidemiology and Infection Control in Spite of Limited Resources and Compensation

2010 ◽  
Vol 31 (2) ◽  
pp. 127-132 ◽  
Author(s):  
Sharon B. Wright ◽  
Belinda Ostrowsky ◽  
Neil Fishman ◽  
Valerie M. Deloney ◽  
Leonard Mermel ◽  
...  
Keyword(s):  
Infection Control ◽  
Emergency Preparedness ◽  
Hospital Setting ◽  
The United States ◽  
Median Number ◽  
Full Time ◽  
Master Of Public Health ◽  
Infection Control Practitioner ◽  
Survey Responses ◽  
Healthcare Epidemiology

Objective.Data on the resources and staff compensation of hospital epidemiology and infection control (HEIC) departments are limited and do not reflect current roles and responsibilities, including the public reporting of healthcare-associated infections. This study aimed to obtain information to assist HEIC professionals in negotiating resources.Methods.A 28-question electronic survey was sent via e-mail to all Society for Healthcare Epidemiology of America (SHEA) members in October 2006 with the use of enterprise feedback management solution software. The survey responses were analyzed using Microsoft Excel.Results.Responses were received from 526 (42%) of 1,255 SHEA members. Of the respondents, 84% were doctors of medicine (MDs) or doctors of osteopathy (DOs), 6% were registered nurses, and 21% had a master of public health or master of science degree. Sixty-two percent were male (median age range, 50-59 years). Their practice locations varied across the United States and internationally. Two-thirds of respondents practiced in a hospital setting, and 63% were the primary or associate hospital epidemiologist. Although 91% provided HEIC services, only 65% were specifically compensated. In cases of antimicrobial management, patient safety, employee health, and emergency preparedness, 75%-80% of respondents provided expertise but were compensated in less than 25% of cases. Of the US-based MD and DO respondents, the median range of earnings was $151,000-$200,000, regardless of their region (respondents selected salary ranges instead of specifying their exact salaries). Staffing levels varied: the median number of physician full-time equivalents (FTEs) was 1.0 (range, 1-5); only about 25% of respondents had 3 or more infection control practitioner FTEs.Conclusions.Most professionals working in HEIC have had additional training and provide a wide, growing range of services. In general, only traditional HEIC work is compensated and at levels much less than the time dedicated to those services. Most HEIC departments are understaffed. These data are essential to advocate for needed funding and resources as the roles of HEIC departments expand.

The Role of Schedule Volatility in Home Health Nursing Turnover

2021 ◽  
pp. 107755872110343
Author(s):  
Alon Bergman ◽  
Hummy Song ◽  
Guy David ◽  
Joanne Spetz ◽  
Molly Candon
Keyword(s):  
Health Care ◽  
Home Health Care ◽  
The United States ◽  
Home Health ◽  
Full Time ◽  
Nursing Turnover ◽  
Home Health Nurses ◽  
Part Time ◽  
Health Nursing

Despite considerable research on nursing turnover, few studies have considered turnover among nurses working in home health care. Using novel administrative data from one of the largest home health care organizations in the United States, this study examined turnover among home health nurses, focusing on the role of schedule volatility. We estimated separation rates among full-time and part-time registered nurses and licensed practical nurses and used daily visit logs to estimate schedule volatility, which was defined as the coefficient of variation of the number of daily visits in the prior four weeks. Between 2016 and 2019, the average annual separation rate of home health nurses was over 30%, with most separations occurring voluntarily. Schedule volatility and turnover were positively associated for full-time nurses, but not for part-time nurses. These results suggest that reducing schedule volatility for full-time nurses could mitigate nursing turnover in home health care.

scholarly journals The Evolving Knowledge Management Adult Learner

2019 ◽  
pp. 1-14 ◽  
Author(s):  
Jeff Stevens ◽  
Jim Chen ◽  
Kay Zekany ◽  
Mitch Adrian
Keyword(s):  
United States ◽  
Adult Learners ◽  
Adult Learner ◽  
Longitudinal Research ◽  
The United States ◽  
Full Time ◽  
Professional Needs ◽  
Parent Status ◽  
Part Time ◽  
Full Time Employment

This longitudinal study examines the perceptions, attitudes, and preferences of the adult learners in higher education institutions in the United States. A qualitative design was utilized, engaging respondents from six geographic regions in the United States. This three-year, longitudinal research results were compared and contrasted with the eight principles of the Council for Adult and Experiential Learning, and best practices for meeting the educational and professional needs of the adult learner were proposed [1]. Since Knowles [2] published his seminal work on adult learners and their unique characteristics, there have emerged a growing number of studies categorizing these students.  Also known as nontraditional students, these individuals have been identified as sharing distinctive commonalities, such as: (1) full time employment with part-time enrollment, (2) dependent support (whether married or single parent status), (3) flexibility in academic and professional advisement, (4) acknowledgement of work- and life-experiences, and (5) are constrained by time limitations [3,4,5]. 

scholarly journals Characteristics, Similarities, And Differences Among Four-Year Cooperative Engineering Programs In The United States

2011 ◽  
Vol 2 (2) ◽  
pp. 43-54
Author(s):  
Robert I. Egbert ◽  
Lorene H. Stone ◽  
David L. Adams
Keyword(s):  
United States ◽  
Program Directors ◽  
The United States ◽  
Extensive Literature ◽  
Full Time ◽  
Engineering Programs ◽  
Engineering Program ◽  
Part Time Students ◽  
Parent Institution ◽  
Part Time

Four-year cooperative engineering programs are becoming more common in the United States. Cooperative engineering programs typically involve a “parent” institution with an established engineering program and one or more “satellite” institutions which typically have few or no engineering programs and are located in an area where there are few, if any, other local opportunities for students to study engineering. In spite of an extensive literature search, the investigators were not able to find much information on these types of programs. Thus, in an effort to learn more about the characteristics of such cooperative programs, Program Directors from universities involved in four-year cooperative engineering programs were asked about the nature of their programs. The purpose of the research project was to learn about the different approaches used in developing and administering cooperative engineering programs, and to understand the strength and weaknesses of the different approaches. A web-based survey, consisting of 26 open-ended questions, was sent to Program Directors from eleven universities; seven responded to all or a portion the survey questions. The survey requested information on majors offered, enrollment, ABET accreditation, age and geographic distribution of students, administrative policies, tuition practices, and other such characteristics of each program. The findings show that most of these cooperative programs have been in existence less than ten years. All are ABET accredited or plan to seek ABET accreditation. Most of the programs offer majors only in Civil, Electrical, and/or Mechanical Engineering. Administrative structures and procedures were similar among all the programs with only minor differences. Although four-year cooperative engineering programs are a relatively new phenomena in engineering education, the number of such programs appears to be increasing. The investigators expected to find that the majority of students in these programs were non-traditional, part-time students, who were geographically bound to the area served by the cooperative engineering program. However, the survey results revealed that the majority of students in these programs are full- time, traditional students, who live within 100 miles of the institution housing the program. The students apparently choose these programs to avoid the costs of room and board at the program’s parent campus. The findings of this survey are believed to be the first such survey done on four-year cooperative engineering programs in the U.S. The results of this research may be helpful to universities planning to start a cooperative engineering program. 

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