Exploring dental faculty perceptions of current strategies and barriers to retention

Nadine M. Tassabehji; Elena Riccio Leach; Rachel L. Duffy; Curt Bay; Brittaney J. Hill; Holly K. Shaw; Nadejda Stefanova Stephens; Brian J. Howe; Joan E. Kowolik

doi:10.1002/jdd.13384

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Exploring dental faculty perceptions of current strategies and barriers to retention

Journal article

Open access

Peer reviewed

Exploring dental faculty perceptions of current strategies and barriers to retention

Nadine M. Tassabehji, Elena Riccio Leach, Rachel L. Duffy, Curt Bay, Brittaney J. Hill, Holly K. Shaw, Nadejda Stefanova Stephens, Brian J. Howe and Joan E. Kowolik

Journal of dental education, Vol.87(12), pp.1654-1660

12/2023

DOI: 10.1002/jdd.13384

PMID: 37759373

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Abstract

Abstract Purpose The aims of the study were to identify perceived strategies for and barriers to faculty retention and examine differences regarding age, gender, and race. Methods Cross‐sectional data was captured from the eight author‐affiliated dental schools. A Qualtrics survey was emailed to all faculty members at these institutions (1467 possible participants) between November 2021 and February 2022. The survey was formulated from best practices listed in the American Dental Education Association Faculty Diversity Toolkit. It consisted of 18 questions, including demographic information and faculty perceptions of their respective workplaces. These responses were then evaluated with descriptive statistics, Chi‐squared analysis, Pearson Correlation, and Fleiss’ kappa. Results The survey's response rate was 19.2%. There was no significant difference in perceived retention strategies across race, age, gender, practice tenure, practice type, or clinical versus tenure track. The top four barriers identified were inadequate financial compensation, workload, poor work environment, and burnout. There was a significant difference between racial groups and their perceived barrier of support for promotion ( p = 0.048). This was more prevalent among clinical faculty (47.7%) than tenure track faculty (16.2%). The work environment was listed as a leading factor for both promoting retention and encouraging the exodus of faculty members. Conclusion Strategies aimed at improving financial compensation, career recognition, and transparency of the promotion process, along with those aimed at improving the work environment were shown to be vital to retaining faculty. Though the low response rate is a study limitation, these findings provide valuable information and a framework for future studies regarding dental faculty recruitment and retention.

Details

Title: Subtitle: Exploring dental faculty perceptions of current strategies and barriers to retention
Creators: Nadine M. Tassabehji - Tufts University
Elena Riccio Leach - The University of Texas Health Science Center
Rachel L. Duffy - A.T. Still University
Curt Bay - A.T. Still University
Brittaney J. Hill - University of Illinois Chicago
Holly K. Shaw - Columbia University
Nadejda Stefanova Stephens - University of Rochester
Brian J. Howe - University of Iowa
Joan E. Kowolik - Indiana University – Purdue University Indianapolis
Resource Type: Journal article
Publication Details: Journal of dental education, Vol.87(12), pp.1654-1660
DOI: 10.1002/jdd.13384
PMID: 37759373
NLM abbreviation: J Dent Educ
ISSN: 0022-0337
eISSN: 1930-7837
Language: English
Electronic publication date: 09/27/2023
Date published: 12/2023
Academic Unit: Dental Clinic Administration; Craniofacial Anomalies Research Center; Family Dentistry
Record Identifier: 9984473944302771

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