Factors influencing career choices and post-fellowship perspectives in adult hematology/oncology physicians: A nationwide cross-sectional study.

Abstract

9015 Background: We aimed to investigate the timing and influence of factors behind career choices in hematology and medical oncology, assess levels of job satisfaction, and identify factors contributing to professional retention and the prevention of attrition. Methods: An anonymous survey with 13 questions was distributed to practicing hematologists and oncologists who were members of the American Society of Clinical Oncology and/or American Society of Hematology. The respondents encompassed diverse areas of primary focus within the field, varied practice settings, and all geographical regions. Results: Out of 423 respondents, 66% were male and 32% female. The majority identified as White (69%), followed by Asian (19%), Middle Eastern (4%), Hispanic (3%), and Black (1%). Most were practicing either Medical Oncology (43%) or combined Hematology/Oncology (36%), with 46% working in an academic/university setting and 57% located in an urban region. In terms of timing, about a third had decided on their career choice in medical school, with the majority of the remaining having decided by residency. While most of those surveyed were practicing in the area they had hoped to, about one-sixth (17.5%) appeared to be working in an area they hadn't planned on. Most said they would choose their current profession again (67% definitely yes, 24% likely yes). Science and academic interest (81%) ranked the highest when combining the top two responses for factors influencing choice, followed by mentor influence (47%), with work/life balance (19%) and financial considerations (6%) being less frequently cited. Satisfaction levels were generally high across key dimensions (Table), with intellectual fulfillment receiving the highest satisfaction (63.1% very satisfied, 26% satisfied). Importantly, better work/life balance (37% respondents), fewer non-medical tasks (35%), and a higher salary (20%) were key considerations to deter professional attrition. Conclusions: This study offers valuable insights into the career perspectives of Hematologists and Medical Oncologists, providing a foundation for developing strategies for career development and retention initiatives within the specialty. Efforts should be undertaken to enhance participation from different minorities within Hematology/Oncology and physicians practicing Classical Hematology to identify specific support and retention needs for these areas. [Table: see text]