Table 2. Associations Between Higher Grit Scores and Wellness Outcomes.
| Outcome | OR (95% CI)a | P value |
|---|---|---|
| Model 1b: burnout | ||
| Yes | 0.53 (0.49-0.58) | <.001 |
| No | 1 [Reference] | NA |
| Model 2c: thoughts of attrition | ||
| Yes | 0.61 (0.55-0.67) | <.001 |
| No | 1 [Reference] | NA |
| Model 3: suicidal thoughts | ||
| Yes | 0.58 (0.47-0.71) | <.001 |
| No | 1 [Reference] | NA |
| Model 4: 80-h violations | ||
| Zero (none) | 1 [Reference] | NA |
| Any month with a violation | 0.85 (0.77-0.93) | <.001 |
| Model 5: satisfaction with duty hour regulations | ||
| Satisfied | 1 [Reference] | NA |
| Dissatisfied | 0.69 (0.63-0.76) | <.001 |
| Model 6: satisfaction with time for rest | ||
| Satisfied | 1 [Reference] | NA |
| Dissatisfied | 0.72 (0.65-0.79) | <.001 |
| Model 7: satisfaction with becoming a surgeon | ||
| Satisfied | 1 [Reference] | NA |
| Dissatisfied | 0.53 (0.48-0.59) | <.001 |
Abbreviations: NA, not applicable; OR, odds ratio.
a
The ORs in the table are for each interval change in grit score, ie, a general surgical resident with a grit score of 4.1 is 47% less likely to experience burnout compared with a general surgery resident with a grit score of 3.1.
b
Model 1 adjusts for gender, postgraduate year, relationship status, and program size.
c
Models 2-7 adjust for gender, postgraduate year, relationship status, program size, and burnout.