Factors Influencing Pediatric Nephrology Trainee Entry into the Workforce

• Published in: Clinical journal of the American Society of Nephrology Vol. 5; no. 10; pp. 1770 - 1774
• Main Authors: Weinstein, Adam R, Reidy, Kimberly, Norwood, Victoria F, Mahan, John D
• Format: Journal Article
• Language: English
• Published: United States American Society of Nephrology 01-10-2010
• Series: Original Articles
• Subjects: Adult; Attitude of Health Personnel; Career Choice; Data Collection; Education, Medical, Graduate; Faculty, Medical; Fellowships and Scholarships; Female; Humans; Internship and Residency; Job Satisfaction; Male; Nephrology - economics; Nephrology - education; Nephrology - manpower; Original; Pediatrics - economics; Pediatrics - education; Pediatrics - manpower; Personnel Selection; Salaries and Fringe Benefits; Societies, Medical; United States; Workload; United States
• ISSN: 1555-9041; 1555-905X
• DOI: 10.2215/CJN.07071009

Emerging needs in pediatric nephrology (PN) have made the number of nephrologists entering the workforce of critical importance. This study aimed to discern factors that influence PN fellows to choose their career path and decide to enter the PN workforce.
A survey was sent to the American Society of Pediatric Nephrology list of PN fellows (n = 103) in 2008. The 57 fellows (55%) who completed the survey were representative of the group.
The majority decided on a career in PN as senior residents, most commonly due to their interest in renal physiology and academics. They felt residents chose other fields due to lack of interest/exposure to PN, financial constraints, and perceived PN workload. Fellows identified workload and their perception of faculty dissatisfaction as important concerns with PN. None of the respondents planned to leave fellowship, but 21% have considered this. Twenty-eight percent knew a PN fellow who resigned, thought to be due to workload, personal conflicts, and perceived faculty dissatisfaction.
Exposing residents to PN earlier in training and emphasizing positive features may create greater interest in PN. PN programs should be cognizant of workload and the influence of faculty dissatisfaction. Ongoing evaluation of PN fellow perceptions can assist in efforts to enhance recruitment and retention.