Rank Of Professor Research Articles

Gender Disparity in Academic Trauma Surgery: The Current State of Affairs.

Despite the increasing number of female surgeons in general surgery programs, women are still inadequately represented in leadership positions. This study aims to investigate the magnitude of gender bias in university-based trauma surgery fellowship programs and leadership positions in the United States of America. FRIEDA was used to identify trauma surgery programs. A thorough website review of each program obtained further information on faculty members, including their name, age, gender, and faculty rank. Trauma surgeons with an MD or DO qualification and a faculty rank of Professor, Associate Professor, or Assistant Professor were selected for inclusion in this study. SCOPUS was used to assess the H-index and the number of publications and citations of surgeons. The total number of programs included was 136, consisting of 715 faculty members. Less than a quarter (n = 166; 23.2%) comprised females and less than one-fifth (n = 30; 19%) of female surgeons were Professors. The difference in the research productivity of male and female trauma surgeons was statistically significant (P < .05), with the average H-index being 10 vs 7.5, respectively, amongst the top 50 surgeons of both genders. Based on a multiple regression analysis, academic rank was significantly associated (P < .05), and gender was not significantly associated (P > .05) with H-index. Gender disparity exists in the field of trauma surgery, as noted in senior faculty ranks and leadership positions. Female-inclusive state policies, appropriate mentorship, and supportive institutions can help to bridge this gap.

Protective Effects of Authenticity Against Depression, Suicide, and Burnout among Surgeons.

Physician burnout and poor mental health are highly prevalent issues within the surgical community. Authenticity, defined as the degree to which individuals align their actions with their true selves, has been identified as a potential factor facilitating positive mental health. This study explores the impact of authenticity on burnout, depression, and suicide among surgeons. Members of the department of surgery at a large academic medical center were sent an anonymous survey between April to May 2023. The survey evaluated authenticity using Authenticity Scale, depression using Patient Health Questionnaire (PHQ9), burnout using Copenhagen Burnout Inventory, and suicidality using Ask-Suicide Screening Questions (ASQ) tool. Of the 170 surgeons, 94 (55.3%) completed the survey. Higher Authentic Living scores (ALS) correlated with reduced burnout (r=-0.21, p=0.047) and depression (r=-0.37, p=0.0002). Conversely, higher Accepting External Influence (AEI) were associated with increased depression (r=0.23, p=0.023) and higher Self-Alienation (ASA) were associated with increased burnout (r=0.43, p<0.0001) and depression (r=0.48, p<0.0001). While authenticity domain scores were not significantly associated with ASQ, specific AEI and ASA questions indicated an elevated odds ratio (p=0.029 and p=0.010 respectively) of a positive ASQ. ALS increased with advancement in professional rank (p=0.007), while AEI (p=0.0001), ASA (p=0.003), depression (p=0.014), and ASQ (p=0.02) decreased. In this study, higher authenticity was associated with a lower likelihood of burnout and depression among surgeons. This study contributes valuable insights into the development of targeted intervention and support mechanisms aimed at promoting authenticity and mental health within the surgical profession.

Cyber Security Awareness Model Based on NIST (National Institute of Standards and Technology) for Secondary School Students in Malaysia

As cybersecurity issues surge, it highlights the pressing need for increased awareness. In our digitally interconnected world, where information technology underpins the lives of individuals, businesses, and even national security, the threat of cyberattacks looms large. To enhance national cybersecurity preparedness, there is a critical call to action: we must promote public awareness of cybersecurity issues and bolster the ranks of trained cybersecurity professionals. This research introduces a novel cybersecurity awareness model based on the National Institute of Standards and Technology (NIST). Its primary goal is to make NIST accessible to secondary school students pursuing ICT courses and their invaluable resource, the school counselling units. The model aims to instil cybersecurity awareness in secondary school students and guide them in choosing the most suitable higher education paths, particularly in the ICT and cybersecurity fields. The study comprises three phases. In the first phase, a systematic literature review (SLR) examines globally applicable cybersecurity education models. The second phase investigates the implementation of cybersecurity education for secondary school students in Malaysia. This includes interviews with school counselling units responsible for guiding students toward higher education and surveys of students in grades four and five enrolled in ICT courses. The third and pivotal phase focuses on developing the proposed model. It involves analysing and implementing the results of the SLR, mapping them to the NIST framework, and incorporating themes from interviews and surveys. As a tangible representation of the model, a mobile application prototype has been developed. The Cybersecurity Awareness Model empowers school counselling units to seamlessly integrate career exploration with career decision-making for secondary students at any stage of their development. Moreover, it offers a means to create strategies for after-school programs, particularly in the dynamic field of cybersecurity. This model is expected to guide students in exploring academic majors and careers, preparing for higher education post-high school, initiating internships or job searches, and adapting to a world in constant flux. In doing so, it not only empowers individuals but also strengthens the nation's resilience in the face of cybersecurity challenges.

Academic Radiology Physician Financial Compensation in the United States: Trends and Distribution.

Background The overall trends in academic radiology physician compensation are not well studied. Purpose To assess recent trends in academic radiology financial compensation and distribution based on rank, gender, race/ethnicity, and geography in U.S. medical schools. Materials and Methods This secondary analysis used deidentified data from the Association of American Medical Colleges (AAMC) Faculty Salary Report, which collects information for full-time faculty at U.S. medical schools. Financial compensation data for full-time academic radiology faculty was collected from 2017 to 2023, stratified by rank, gender, race/ethnicity, and geography. The faculty salary report includes median, 25th, and 75th percentile compensation values for each rank, which were used to analyze trends with linear regression. Median compensation values were used to compare groups based on gender, race/ethnicity, and region. Results The AAMC Faculty Salary Report data for 2023 included responses for 5847 faculty members across all radiology departments, including 306 instructors, 2758 assistant professors, 1409 associate professors, 1004 full professors, 226 chiefs, and 144 chairs. On average, median faculty compensation increased by 2.6%-4.4% per year from 2017 to 2023, with the greatest increase (by 4.4% per year) at the instructor level and smaller increases (3.4%-2.6%) at the more senior ranks. Male faculty members were consistently compensated more than women at all ranks throughout the study period. The overall salary gap remained at 6% ($455 000 for women vs $483 000 for men) throughout the study period but increased numerically from $24 000 in 2019 to $28 000 in 2023. Black/African American faculty had a lower median compensation compared with White faculty (by 4% overall; $452 000 for Black/African American faculty vs $472 000 for White faculty) at all ranks except at professor rank. Instructor compensation in the Northeast region was substantially higher (by $278 000) than other regions, but this geographic differential did not exceed $35 000 at other ranks. Conclusion This study summarized the trends of full-time academic radiology faculty compensation and showed persistent salary inequities that should be addressed as part of a broader drive to increase diversity, equity, and inclusion. © RSNA, 2024 Supplemental material is available for this article.

The impact of gender and underrepresented minority demographics on nationwide academic radiation oncology faculty promotion.

162 Background: The US is a diverse country with 13.6% of the population identifying as African-American, 19.1% as Hispanic or Latino, and 50.4% female according to the most recent US Census. Per demographic data from the American Society for Radiation Oncology (ASTRO) (the largest US organization of radiation oncologists), 28% of radiation oncologist members identify as female, 4% as African-American race, and 4% as Hispanic/Latino ethnicity; additional data has indicated the rate of URM radiation oncologists in US comprehensive cancer cents to be 5%. This data objectively indicates that females and URMs are underrepresented in the field of radiation oncology compared with the gender and racial/ethnic diversity of the US population. There is minimal data regarding promotion rates in academic radiation oncology, with virtually no data focusing on promotion rates among females and URMs. The primary objective of this study was to assess the relationships between gender and URM status in academic promotion of radiation oncology faculty. Methods: A database consisting of radiation oncologists from 51 National Cancer Institute-designated Comprehensive Cancer Centers from 2019 was accessed in September 2023 to assess academic promotion in a four-year timespan. Data regarding the gender, graduation year, institution, URM identification, and professional rank of radiation oncologists ranked as junior faculty was collected. URM was defined as African-American race and/or Hispanic ethnicity and was collected via self-described internet depictions, interviews, and facial recognition as previously described (PMID 30996695). Junior faculty status was defined as instructor/assistant professor. An online search was then conducted to identify the 2023 academic rank of previously identified faculty, focusing on promotion status from junior to senior faculty or from associate professor to full professor. Regression analysis was performed using a generalized linear mixed model to assess the impact of gender and URM status on promotion, with statistical significance defined as p &lt; 0.05. Results: In an analysis of 554 radiation oncologists comprised of 203 women (36.7%) and 21 URMs (3.8%), 338 (61%) received promotions. Analysis revealed that neither female gender (odds ratio 1.02, 95% confidence interval, 0.68 – 1.52; p -value 0.94) nor URM status (odds ratio 0.57, 95% confidence interval 0.19 – 1.71; p -value 0.32) was significantly associated with promotion. Conclusions: These findings indicate that radiation oncologist gender and URM status may not be associated with academic promotion. However, given the small URM sample size and odds ratio of 0.57, it is possible that this study may be underpowered to adequately assess URM status on promotion. Further studies involving longer time intervals will provide much needed additional data regarding academic promotion.

The four Cs of physician leadership: A key to academic physician success.

Leadership is increasingly recognized as important in medicine. Physician leadership impacts healthcare delivery and quality. Little work has been done to determine how physician leadership in practice aligns with established models in leadership theory. We conducted 40 semi-structured, 50-minute interviews of physicians who had achieved the rank of professor in our school of medicine and were serving, or had served, in leadership positions. We used an inductive content analysis approach to identify content categories, with leadership emerging as one such category. Subsequently, for the present study, we performed a secondary analysis of the data. To do this, we reviewed all transcripts, seeking to identify if and how participants discussed leadership in relation to success in academic medicine. Following identification of sub-categories related to leadership, we performed qualitative content analysis. We then used a deductive content analysis approach to determine how participants' discussions of leadership aligned with major leadership theories. Then, the principal investigator conducted a secondary inductive content analysis revealing leadership themes that were synthesized into a new model of physician leadership. Twenty-nine participants spontaneously discussed leadership and leadership-related topics as important to their own academic success and comprised the present study cohort. Participants identified contributors to leadership success that aligned with multiple major leadership theories, including leadership traits, skills, behaviors styles, and situational leadership. None of the leadership theories aligned completely with our physician leaders' discussions, suggesting an alternate leadership framework was operating. Further analysis revealed a new model of leadership comprised of the "Four Cs of Physician Leadership": character, competence, caring, and communication. Our participant group of academic physicians identified leadership capabilities as being important in their academic success. While they discussed leadership in ways that fit to varying degrees with the major leadership theories, their discussions revealed a novel, more holistic leadership framework. Further work will be beneficial to determine if this model of leadership is specific to physicians or is more generalizable.

A study of attention allocation mode in clinical decision-making in nurses with different professional titles: an eye tracking experiment

Abstract Background: Attention is an important cognitive process. Cognitive and thinking processes can be explored by examining how attention is allocated and the characteristics of visual behavior. Clinical decision-making skills are the focus of nurses’ knowledge and competency development, and the application of attention allocation modalities and visual behavioral traits in the study of clinical decision-making is lacking. Objective: The aim of this experiment was to investigate the way in which attention is allocated in the clinical decision-making process of nurses of different professional rank and titles and associated factors. Methods: Seventy-six subjects from emergency departments of three hospitals in Beijing were recruited in this experiment using the convenience sampling method, including 28 junior nurses, 24 senior nurses, and 24 supervisor nurses. Subjects were required to complete clinical decisions tasks, and datas on subjects’ visual behavior were recorded and analyzed using a Tobii Pro eye-tracker during the decision-making process. Results: Nurses with high professional titles had a higher correct response rate in the nursing diagnosis and ranking of nursing diagnoses part (P&lt;0.05), and it was found that nurses with high professional titles would pay attention to pathophysiological mechanisms of illness earlier when making decisions (F=3.808, P=0.024).The heat maps showed differences in the attention allocation modes of nurses with different titles during the decision-making process. Conclusions: Lower-titled nurses focused more on the symptoms and signs section when making clinical decisions and paid less attention to the auxiliary examination results section, demonstrating a poorer level of active attention. Nurses with higher titles were relatively more comprehensive in their distribution of attention to patient disease information when making decisions and paid attention to the information in the patient’s auxiliary examination section earlier.

Performance trajectories of Italian professional cyclists: an analysis of the influence of youth performance on professional success

ABSTRACT The aim of the study was to analyse individual performance trajectories of professional (PRO) Italian cyclists across their careers. It sought to compare the performance progression of successful and unsuccessful PRO cyclists, analyse the best predictors of success in PRO cyclists and explore whether the relative age effect (RAE) influences PRO success. The national ranking positions gathered in the youth (U19 and elite/U23) and the PRO categories were retrieved for every year of competition of 81 PRO Italian cyclists and retrospectively analysed. Participants were divided in successful and unsuccessful, depending on whether they reached at least once the top 400 positions in the PRO ranking or not. Successful PRO cyclists display better youth ranking positions and tend to spend less time in youth categories, transition to the PRO category at an earlier age, reach their best PRO ranking at an older age compared to unsuccessful PRO cyclists. The best youth ranking, the age of the best PRO ranking and the years spent in youth categories are all predictors of PRO success. For every additional year spent in youth categories, there are 50.8% less odds of becoming a successful PRO cyclist. RAE does not affect Italian cyclists’ PRO success.

Mentorship effect for PAs at an academic medical center and its healthcare system.

Mentorship has many notable benefits. Research about mentorship for physician associates/assistants (PAs) is limited. This study sought to uncover more detailed information on mentorship and its effect on PAs. A survey was sent via email to all PAs and advanced practice registered nurses at our institution. Subgroup analysis was performed on PA respondents, including satisfaction and independent predictors associated with mentorship. Of the 295 PAs, 63 (21.4%) identified having a mentor. Those with a mentor were statistically more likely to function as a mentor (OR 2.7 [95% CI 1.5-4.9], P = .001), have an academic rank of assistant professor or higher (OR 2.7 [95% CI 1.3-5.5], P = .007), be under age 45 years (OR 6.1 [95% CI 2.1-17.4], P = .008), be less than 10 years into their career (OR 3.1 [95% CI 1.7-5.7], P = .002), and be satisfied with mentorship (88.9% versus 23.9%, P < .001). Mentorship for PAs is crucial and can boost academic promotion and career satisfaction.

Thelma Berlack Boozer: A “Forgotten First” at the School of Journalism at Lincoln University

ABSTRACT This article shows that Thelma Berlack Boozer (1906–2001) was the first Black person to hold professorial rank in a School of Journalism at a US university. The School of Journalism at Lincoln University in Missouri appointed her associate professor and acting director in 1942. She held these posts until 1944. Previous histories identify Dr. Armistead S. Pride as the first director and professor in the same school, but the historical record shows that he was not appointed until 1945. This article examines Berlack Boozer’s appointment at Lincoln and discusses why scholars have mostly forgotten her contributions to HBCU journalism education. This article also contributes to the history of journalism education in the US and to the study of the role of women in the history of the Black press and Black journalism by giving long-overdue recognition to Berlack Boozer.

“And Yet…”: Title IX Fifty Years on An Introduction

The half-century since Title IX was enacted has seen an explosion of opportunities for women and girls. While Title IX has opened doors in a wide array of areas, it will always be associated primarily with women's sports. The effect on women's sports has indeed been profound. Participation and funding has ballooned at all levels, from grade school to the professional ranks. Still, much remains to be done, as participation, attitudes, and support of girls’ and women's sports continue to lag behind those of boys and men. The articles in this volume examine the growth of a variety of women's sports in the wake of Title IX. Collectively, they show how much has been achieved and how much remains to be done.

Travis I. Thompson (1937-2023).

Travis I. Thompson was born on July 20, 1937, in Minneapolis to William and Loretta Thompson. Travis completed his BA (1958), MA (1961), and PhD (1961) degrees all at the University of Minnesota in Psychology, with postdoctoral work at the University of Maryland with Joseph V. Brady and at Cambridge University (United Kingdom) with Robert Hinde. Travis began his academic career at the University of Minnesota in 1963 rising to the rank of professor of Psychiatry and Neurology and Psychology and Pharmacology in 1969. A prolific writer, Travis, published more than 200 articles and chapters and 30 books including four on the translation of research on autism for parents, teachers, and professionals. He had a knack for motivating people to believe in their ability to grow and develop as researchers and work collaboratively on complex issues related to intellectual and developmental disabilities (IDD). Travis was part of the intellectual force founding the area now known as behavioral pharmacology. Throughout his career, Travis remained deeply curious about how basic principles could be used to understand how things worked-his approach was to identify the functional pieces, take them apart, and put them back together. He wanted that activity to matter. It did. He is survived by his wife, Anneke, four children, and seven grandchildren. He died in Roseville, Minnesota, on August 2, 2023, at the age of 85. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Academic and Demographic Profile of Orthopaedic Vice Chairs of Research: Implications for Leadership.

Vice chairs (VCs) of research play an integral role in orthopaedic departments at academic medical centers; they strategically lead research efforts and support the research careers of faculty and trainees. To our knowledge, no analysis of orthopaedic VCs of research exists in the literature, and no similar analyses have been completed in other medical specialties. We aimed to investigate the academic and demographic characteristics of orthopaedic VCs of research. Doximity was used to identify orthopaedic residencies in the U.S. Personal and program websites were queried to identify VCs of research and collect academic and demographic characteristics. The Scopus database, the National Institutes of Health (NIH) RePORTER, and Google Scholar were used to obtain each investigator's Hirsch index (h-index) and the number and type of NIH grants awarded, respectively. Of the 207 orthopaedic residency programs identified, 71 (34%) had a named VC of research in the orthopaedic department. Of the top 50 medical schools, 42 were affiliated with such programs. Most VCs were men (89%). The racial and/or ethnic background of the majority of VCs was White (85%), followed by Asian (14%), and Black (1%). Most held the rank of professor (78%), followed by associate professor (18%), and assistant professor (4%). Over half were PhDs (55%), followed by MDs (37%) and MD/PhDs (8%). On average, the VCs had an h-index of 40.5. Furthermore, 65% had been awarded at least 1 NIH grant for their research, with 43% awarded at least 1 R01 grant. VCs of research develop research opportunities and shape the brand recognition of academic orthopaedic programs. Most orthopaedic VCs of research are men (89%); 85% each are White and have a rank of professor. Nearly half have been awarded at least 1 R01 grant from the NIH. This study outlines important academic and demographic characteristics among orthopaedic surgery VCs of research. Considering the mentorship aspect of their role, VCs of research have an opportunity to influence the diversity of incoming trainees in the field of academic orthopaedics.

Factors associated with workplace stress and health promotion behaviours among Chinese emergency nurses: A cross-sectional study.

To explore and describe workplace stress levels and health-promoting behaviours reported by emergency nurses in China, and to investigate factors associated with workplace stress and health-promoting lifestyle behaviours among emergency nurses. A cross-sectional study was conducted between October 2019 and January 2020. Nurses (n = 1565) were recruited from the emergency departments of 54 hospitals within the Sichuan Province of West China. Each subject completed the Chinese versions of the Nurse Workplace Stress Scale, the Health-Promoting Lifestyle Profile (HPLP-II) and demographic questions. Linear regression analyses were used to identify associations between workplace stress and the health-promoting lifestyle and risk factors correlated with these two measurements. Workplace stress was negatively associated with health-promoting behaviours. Linear regression analysis showed that gender, marital status, whether wages met expected standards and professional rank were found to be associated with health promotion behaviours; marital status, whether income met expected standards, the number of night shifts per month and health promotion behaviours were found to be associated with workplace stress. Higher levels of workplace stress are associated with lower levels of engagement in health-promoting behaviours, suggesting the potential for reducing workplace stress through the adoption of healthier habits. Policies should prioritize workplace stress by promoting healthy lifestyle initiatives.

Critical community building in action: a triad of faculty, graduate and undergraduate students working for racial justice

This article considers what critical community building might look like among colleagues at a university representing one faculty member, one doctoral candidate, and one undergraduate student. Using critical autoethnography-self-study, we analyze our journal reflections, presentations, teaching, and dialogues to better understand our approaches with teaching Critical Race Theory. This research asks: How do colleagues across power dynamics and positionalities learn from each other, and work collaboratively to teach about race and racism at a predominantly white institution? Our findings indicate that this sort of work requires relationships, shared vulnerability, and an understanding of our journeys to becoming critical pedagogues. We find value in this work due to its focus on collaboration across power dynamics (i.e. rank of professor, graduate, and undergraduate students) as well as our positionalities across womanhood. We offer implications for other faculty/instructors who wish to bring this sort of collaboration to their college classroom and teacher education.

The knowledge, attitude and behavior on the palliative care among neonatal nurses: what can we do

BackgroundNeonatal nurses should provide timely and high-quality palliative care whenever necessary. It’s necessary to investigate the knowledge, attitude and behavior of palliative care among neonatal nurses, to provide references and evidences for clinical palliative care.MethodsNeonatal intensive care unit (NICU) nurses in a tertiary hospital of China were selected from December 1 to 16, 2022. The palliative care knowledge, attitude and behavior questionnaire was used to evaluate the current situation of palliative nursing knowledge, attitude and behavior of NICU nurses. Univariate analysis and multivariate logistic regression analysis were used to analyze the influencing factors.Results122 nurses were finally included. The average score of knowledge in neonatal nurses was 7.68 ± 2.93, the average score of attitude was 26.24 ± 7.11, the score of behavior was 40.55 ± 8.98, the average total score was 74.03 ± 10.17. Spearman correlation indicated that score of knowledge, attitude and behavior of palliative care in neonatal nurses were correlated with the age(r = 0.541), year of work experience(r = 0.622) and professional ranks and titles(r = 0.576) (all P < 0.05). Age (OR = 1.515, 95%CI: 1.204 ~ 1.796), year of work experience (OR = 2.488, 95%CI: 2.003 ~ 2.865) and professional ranks and titles (OR = 2.801, 95%CI: 2.434 ~ 3.155) were the influencing factors of score of knowledge, attitude and behavior of palliative care (all P < 0.05).Public contributionNICU nurses have a positive attitude towards palliative care, but the practical behavior of palliative care is less and lack of relevant knowledge. Targeted training should be carried out combined with the current situation of knowledge, attitude and practice of NICU nurses to improve the palliative care ability and quality of NICU nurses.

Evolution of Pediatric Critical Care Medicine Physicians Clinical and Academic Profile by Gender.

To examine career trajectory and academic profile of Pediatric Critical Care Medicine (PCCM) physicians, with special focus on gender differences. Observational cross-sectional study of PCCM fellowship graduates using publicly available data. Publicly available databases including National Provider Identifier registry, American Board of Pediatrics, Doximity, official hospital websites, and Scopus. Two thousand one hundred twenty-nine PCCM fellowship graduates employed in clinical positions in U.S. practice locations. None. Physician demographic characteristics included gender and time since fellowship completion. Current career and academic characteristics included employment data, publication productivity (h-index), and academic rank. Data from 2129 career PCCM physicians was included, with recent graduates showing a notable increase in female representation. Workplace characteristics revealed that most PCCM physicians worked in university-affiliated hospitals, with higher percentages of female physicians working in university-affiliated hospitals compared with male physicians. The study also highlighted significant gender disparities in academic metrics, with male physicians having higher h-indices (3 vs. 2; p < 0.001) and more publications (6 vs. 4; p < 0.001) than their female counterparts across various career phases. Additionally, the analysis showed gender differences in academic rank, with a higher proportion of female faculty holding assistant and associate professor ranks (58.2% vs. 47.5%; p < 0.001), while a greater percentage of male faculty held the rank of professor (20.2% vs. 11.1%; p < 0.001). Multiple variable regression analysis identified both male gender and time since fellowship graduation as independently associated with a physician's h-index, while only time since fellowship graduation was linked to current academic rank. This is the first analysis of career and academic characteristics of practicing PCCM physicians, additionally studying the association of gender and career trajectory. Gender discrepancy was seen in employment hospital characteristics, h-indices, and academic rank. Additional studies are required to further explore the impact of gender on career trajectory.

A life in light - in honor of David Mauzerall on his 95th birthday.

David Mauzerall was born on July 22, 1929 to a working-class family in the small, inland textile town of Sanford, Maine. Those humble origins instilled a lifelong frugality and an innovative spirit. After earning his PhD degree in 1954 in physical organic chemistry with Frank Westheimer at the University of Chicago, he joined The Rockefeller Institute for Medical Research (now University) as a postdoctoral fellow that summer, rose to the rank of professor, and remained there for the rest of his career. His work over more than 60 years encompassed porphyrin biosynthesis, photoinduced electron-transfer reactions in diverse architectures (solutions, bilayer lipid membranes, reaction centers, chromatophores, and intact leaves), the light-saturation curve of photosynthesis, statistical treatments of photoreactions, and "all-things porphyrins." His research culminated in studies he poetically referred to as "listening to leaves" through the use of pulsed photoacoustic spectroscopy to probe the course and thermodynamics of photosynthesis in its native state. His research group was always small; indeed, of 185 total publications, 39 were singly authored. In brief, David Mauzerall has blended a deep knowledge of distinct disciplines of physical organic chemistry, photochemistry, spectroscopy and biophysics with ingenious experimental methods, incisive mathematical analysis, pristine personal integrity, and unyielding love of science to deepen our understanding of photosynthesis in its broadest context. He thought creatively - and always independently. His work helped systematize the fields of photosynthesis and the origin of life and made them more quantitative. The present article highlights a number of salient scientific discoveries and includes comments from members of his family, friends, and collaborators (Gary Brudvig, Greg Edens, Paul Falkowski, Alzatta Fogg, G. Govindjee, Nancy Greenbaum, Marilyn Gunner, Harvey Hou, Denise and Michele Mauzerall, Thomas Moore, and William Parson) as part of a celebration of his 95th birthday.

The Relationship Between Static Characteristics of Physicians and Patient Consultation Volume in Internet Hospitals: Quantitative Analysis.

Internet medical treatment, also known as telemedicine, represents a paradigm shift in health care delivery. This contactless model allows patients to seek medical advice remotely, often before they physically visit a doctor's clinic. Herein, physicians are in a relatively passive position, as patients browse and choose their health care providers. Although a wealth of experience is undoubtedly a draw for many patients, it remains unclear which specific facets of a doctor's credentials and accomplishments patients prioritize during their selection process. Our primary aim is to delve deeper into the correlation between physicians' static characteristics-such as their qualifications, experiences, and profiles on the internet-and the number of patient visits they receive. We seek to achieve this by analyzing comprehensive internet hospital data from public hospitals. Furthermore, we aim to offer insights into how doctors can present themselves more effectively on web-based platforms, thereby attracting more patients and improving overall patient satisfaction. We retrospectively gathered web-based diagnosis and treatment data from the First Affiliated Hospital of Guangxi Medical University in 2023. These data underwent rigorous analysis, encompassing basic descriptive statistics, correlation analyses between key factors in doctors' internet-based introductions, and the number of patient consultation visits. Additionally, we conducted subgroup analyses to ascertain the independence of these vital factors. To further distill the essence from these data, we used nonnegative matrix factorization to identify crucial demographic characteristics that significantly impact patient choice. The statistical results suggested that there were significant differences in the distribution of consultation volume (P<.001), and the correlation analysis results suggested that there was a strong correlation between the two groups of data (ρ=0.93; P<.001). There was a correlation between the richness of a profile and popularity (P<.001). Patients were more interested in physicians with advanced titles, doctoral degrees, social activities, and scientific achievements (P<.001) as well as other institutional visit experiences (P=.003). More prosperous social activities, scientific achievements, experiences of other institutional visits, and awards were more common among people with advanced professional titles. Doctoral degrees remained attractive to patients when data were limited to senior physicians (P<.001). Patients trusted the medical staff with advanced titles, social activities, scientific achievements, and doctoral degrees (P<.001). Patient preferences for choosing a health care provider differed significantly between free and paid consultations. Notably, patients tended to trust doctors with advanced professional titles more and were more likely to seek out those with doctoral qualifications over other professional ranks. Additionally, physicians who actively participated in social events and scientific endeavors often had an advantage in attracting new patients. Given these insights, doctors who invest in enhancing their personal and professional experiences within these domains are likely to see increased popularity and patient satisfaction.

Committed to Success: A Structured Mentoring Program for Clinically Oriented Physicians

ObjectiveTo examine impacts of a structured mentorship committee program on academic promotion and participant perceptions because impacts of formal mentorship programs for clinical faculty are unknown. Participants and MethodsThis prospective cohort study at a Midwestern Veterans Affairs tertiary care system from December 17, 2019 to December 31, 2022 included clinical track faculty in the Medicine Service below the rank of Clinical Associate Professor. Mentoring meetings (mentee, committee chair, and mentors) were generally held twice annually. All participants were surveyed after each meeting (response rate: 100%). ResultsAll 23 of 23 (100%) eligible faculty were enrolled as mentees, and 49 distinct meetings occurred. Three (13%) mentees were promoted, and the remaining 20 (87%) continued in the program. Mean scores (SD), scaled 1 (strongly disagree) to 5 (strongly agree), for mentors and mentees were 4.71 (0.51) and 4.80 (0.54) for “effective use of my time”; 4.58 (0.64) and 4.37 (0.49) for “appropriate progress since last meeting”; 4.52 (0.66) and 4.31 (0.64) for “program increased my work satisfaction”; and 4.07 (0.96) and 3.75 (0.92) for “program reduced my work burnout,” respectively. ConclusionClinically oriented physicians viewed the program positively. It appeared to help junior faculty get promoted and led to improved work satisfaction and reduced burnout.