Table 2. Fellows’ Initial Career Aspirations and Final Perception of the Fellowship’s Contribution in Elevating Career Readiness .
|
2017 Cohort
(n = 40) |
2018 Cohort
(n = 19) |
2019 Cohort
(n = 17) |
Cohorts Combined
(n = 76) |
% Female Fellows
(n = 54) |
|
| Fellows’ baseline career aspirations (n = 76 total) | |||||
| Researcher, embedded in health system | 18% (14) | 8% (7) | 4% (3) | 32% (24) | 63% (15) |
| Researcher, hybrid (health system + academia) | 9% (7) | 5% (4) | 8% (6) | 22% (17) | 76% (13) |
| Researcher, unspecified/undecided setting | 8% (6) | 4% (3) | 3% (2) | 14% (11) | 100%a(11) |
| Researcher/faculty position, academia | 7% (5) | 3% (2) | 4% (3) | 13% (10) | 60% (6) |
| Health system leader, in health system | 8% (6) | 4% (3) | 1% (1) | 13% (10) | 60% (6) |
| Other position (eg, manager, knowledge broker) | 3% (2) | - | 3% (2) | 5% (4) | 75% (3) |
| Self-reported Item | 12-Month Rating (n = 56) | 24-Month Rating (n = 49) | |||
| Fellows’ rating of the extent to which the fellowship and their supervisors’ support contributed to their career readiness (5-point Likert scale) | |||||
| Extent the Fellowship program elevated the fellows’ career readiness and preparedness to make an impact | 4.27 (0.78) | 4.49 (0.72) | |||
| Fellows’ satisfaction of their supervisors' interests in, and support for, their career pursuits | 4.56 (0.74) | 4.44 (0.97) | |||
aSignificant difference in career aspirations between male and female alumni (in the “researcher, unspecified/undecided” goal only), as per chi-square test (P < .05). No sex-based significant differences in self-reported items.