ImportanceBecause mentorship is critical for professional development and career advancement, it is essential to examine the status of mentorship and identify challenges that junior surgical faculty (assistant and associate professors) face obtaining effective mentorship.ObjectiveTo evaluate the mentorship experience for junior surgical faculty and highlight areas for improvement.Design, Setting, and ParticipantsThis qualitative study was an explanatory sequential mixed-methods study including an anonymous survey on mentorship followed by semistructured interviews to expand on survey findings. Junior surgical faculty from 18 US academic surgery programs were included in the anonymous survey and interviews. Survey responses between “formal” (assigned by the department) vs “informal” (sought out by the faculty) mentors and male vs female junior faculty were compared using χ2 tests. Interview responses were analyzed for themes until thematic saturation was achieved. Survey responses were collected from November 2022 to August 2023, and interviews conducted from July to December 2023.ExposureMentorship from formal and/or informal mentors.Main Outcomes and MeasuresSurvey gauged the availability and satisfaction with formal and informal mentorship; interviews assessed broad themes regarding mentorship.ResultsOf 825 survey recipients, 333 (40.4%) responded; 155 (51.7%) were male and 134 (44.6%) female. Nearly all respondents (319 [95.8%]) agreed or strongly agreed that mentorship is important to their surgical career, especially for professional networking (309 respondents [92.8%]), career advancement (301 [90.4%]), and research (294 [88.3%]). However, only 58 respondents (18.3%) had a formal mentor. More female than male faculty had informal mentors (123 [91.8%] vs 123 [79.4%]; P = .003). Overall satisfaction was higher with informal mentorship than formal mentorship (221 [85.0%] vs 40 [69.0%]; P = .01). Most male and female faculty reported no preferences in gender or race and ethnicity for their mentors. When asked if they had good mentor options if they wanted to change mentors, 141 (47.8%) responded no. From the interviews (n = 20), 6 themes were identified, including absence of mentorship infrastructure, preferred mentor characteristics, and optimizing mentorship.Conclusions and RelevanceAcademic junior surgical faculty agree mentorship is vital to their careers. However, this study found that few had formal mentors and almost half need more satisfactory options if they want to change mentors. Academic surgical programs should adopt a framework for facilitating mentorship and optimize mentor-mentee relationships through alignment of mentor-mentee goals and needs.

中文翻译：

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在外科学术课程中指导初级外科教师


重要性因为导师制对于专业发展和职业发展至关重要，所以必须检查导师制的状况并确定初级外科教师（助理教授和副教授）在获得有效导师制方面面临的挑战。目的评估初级外科教师的指导经验并突出需要改进的领域。设计、设置和参与者这项定性研究是一项解释性顺序混合方法研究，包括一项关于指导的匿名调查，然后是半结构化访谈以扩展调查结果。来自 18 个美国学术外科项目的初级外科教师被纳入匿名调查和访谈。使用 χ2 检验比较了“正式”（由系分配）与“非正式”（由教师寻找）导师以及男性与女性初级教师之间的调查回答。对访谈回答进行主题分析，直到达到主题饱和。调查回复于 2022 年 11 月至 2023 年 8 月收集，访谈于 2023 年 7 月至 12 月进行。主要成果和措施调查衡量了正式和非正式指导的可用性和满意度;访谈评估了有关导师制的广泛主题。结果在 825 名调查受访者中，333 名 （40.4%） 做出了回应;155 例 （51.7%） 为男性，134 例 （44.6%） 为女性。几乎所有受访者 （319 [95.8%]） 都同意或强烈同意导师制对他们的外科事业很重要，尤其是对于专业网络 （309 名受访者 [92.8%]）、职业发展 （301 [90.4%]） 和研究 （294 [88.3%]）。然而，只有 58 名受访者 （18.3%） 有正式的导师。拥有非正式导师的女性教师多于男性教师 （123 [91.8%] 对 123 [79.4%];P = .003）。对非正式导师制的总体满意度高于正式导师制（221 [85.0%] 对 40 [69.0%];P = .01）。大多数男性和女性教师报告说，他们的导师在性别或种族和民族方面没有偏好。当被问及如果他们想更换导师，是否有好的导师选择时，141 人 （47.8%） 回答没有。从访谈 （n = 20） 中，确定了 6 个主题，包括缺乏指导基础设施、首选导师特征和优化指导。结论和相关性学术初级外科教师同意指导对他们的职业生涯至关重要。然而，这项研究发现，很少有人有正式的导师，如果他们想更换导师，几乎一半的人需要更令人满意的选择。学术外科计划应采用一个框架来促进指导，并通过调整导师-学员的目标和需求来优化导师-学员的关系。