Mentorship of Junior Surgical Faculty Across Academic Programs in Surgery
Authors: Yu Jingjing , Ruhi-Williams Perisa , de Virgilio Christian , Bazargan-Hejazi Shahrzad , Ovsepyan Helen E. , Wexner Steven D. , Kirby Katharine A. , Tajik Fatemeh , Lo Angelina , Fattah Aya , Amersi Farin F. , Calhoun Kristine E. , Cunningham Lisa A. , Denoya Paula I. , Govekar Henry R. , Grossi Sara M. , Namm Jukes P. , Poola V. Prasad , Richmond Robyn E. , Rohde Christine H. , Roy Mayank , Russell Tara A. , Sequeira Nicola , Siletz Anaar E. , Tanner Tiffany N. , Valerian Brian T. , Senthil Maheswari 
Published: September 2024

Importance

Because 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.

Objective

To evaluate the mentorship experience for junior surgical faculty and highlight areas for improvement.

Design, Setting, and Participants

This 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.

Exposure

Mentorship from formal and/or informal mentors.

Main Outcomes and Measures

Survey gauged the availability and satisfaction with formal and informal mentorship; interviews assessed broad themes regarding mentorship.

Results

Of 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 Relevance

Academic 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.