Abstract：
To characterize training program and early career factors that impact decision-making and job retention following graduation in a diverse population of urologists.
We performed a computer-based survey distributed to residency graduates from 25 urology training programs. Five focus institutions were identified with a goal >30% response rate. The survey included questions about training program specifics and post-training employment characteristics.
We obtained 180 responses from urology residency graduates of 25 programs. Overall, 72% (N = 129) remain in their initial post-training position at a median of 6years postgraduation (Interquartile Range (IQR) 3-10). On Cox-regression analysis stronger trainee-rated formal career advising was associated with lower risk of changing jobs (HR 0.77, 0.60-0.99, P = .048). Location/proximity to family was the most consistently cited as the top reason for selecting a job (41%). Sixty-three respondents (35%) joined practices employing graduates of the same residency program. Cox regression analysis showed that joining a practice with alumni of the same program was associated with lower risk of changing jobs from one\'s initial post-training position (HR 0.39, 95% CI 0.17-0.91, P = .03).
In this multi-institutional study of urologists, we observed a high rate of job retention out to a median of 6years following completion of training, with formal career advising and joining alumni in practice being associated with job retention. Collectively, our data highlights that training programs should emphasize advising programs and alumni networking in guiding their graduates in the job search process.
We performed a computer-based survey distributed to residency graduates from 25 urology training programs. Five focus institutions were identified with a goal >30% response rate. The survey included questions about training program specifics and post-training employment characteristics.
We obtained 180 responses from urology residency graduates of 25 programs. Overall, 72% (N = 129) remain in their initial post-training position at a median of 6years postgraduation (Interquartile Range (IQR) 3-10). On Cox-regression analysis stronger trainee-rated formal career advising was associated with lower risk of changing jobs (HR 0.77, 0.60-0.99, P = .048). Location/proximity to family was the most consistently cited as the top reason for selecting a job (41%). Sixty-three respondents (35%) joined practices employing graduates of the same residency program. Cox regression analysis showed that joining a practice with alumni of the same program was associated with lower risk of changing jobs from one\'s initial post-training position (HR 0.39, 95% CI 0.17-0.91, P = .03).
In this multi-institutional study of urologists, we observed a high rate of job retention out to a median of 6years following completion of training, with formal career advising and joining alumni in practice being associated with job retention. Collectively, our data highlights that training programs should emphasize advising programs and alumni networking in guiding their graduates in the job search process.
摘要：
目的：在不同人群的泌尿科医师中描述培训计划和影响毕业后决策和工作保留的早期职业因素。
方法：我们进行了一项基于计算机的调查，分发给来自25个泌尿外科培训项目的住院医师毕业生。确定了五个重点机构，目标反应率>30%。调查包括有关培训计划细节和培训后就业特征的问题。
结果：我们从25个项目的泌尿科住院医师毕业生那里获得了180份回复。总的来说,72％（N=129）在毕业后的中位数为6年（IQR3-10）时仍处于最初的培训后位置。在cox回归分析中，更强的受训者评级的正式职业咨询与更低的换工作风险相关（HR0.77，0.60-0.99，P=0.048）。位置/接近家庭是选择工作的最主要原因（41％）。63名受访者（35％）加入了雇用同一居住计划毕业生的做法。Cox回归分析显示，与同一计划的校友一起参加实习与从初始培训职位换工作的风险较低相关（HR0.39，95％CI0.17-0.91，P=0.03）。
结论：在这项泌尿科医师的多机构研究中，我们观察到，在完成培训后，工作保留率很高，中位数为6年，与正式的职业咨询和在实践中加入校友与工作保留有关。总的来说，我们的数据强调，培训计划应强调在指导毕业生求职过程中的咨询计划和校友网络。
方法：我们进行了一项基于计算机的调查，分发给来自25个泌尿外科培训项目的住院医师毕业生。确定了五个重点机构，目标反应率>30%。调查包括有关培训计划细节和培训后就业特征的问题。
结果：我们从25个项目的泌尿科住院医师毕业生那里获得了180份回复。总的来说,72％（N=129）在毕业后的中位数为6年（IQR3-10）时仍处于最初的培训后位置。在cox回归分析中，更强的受训者评级的正式职业咨询与更低的换工作风险相关（HR0.77，0.60-0.99，P=0.048）。位置/接近家庭是选择工作的最主要原因（41％）。63名受访者（35％）加入了雇用同一居住计划毕业生的做法。Cox回归分析显示，与同一计划的校友一起参加实习与从初始培训职位换工作的风险较低相关（HR0.39，95％CI0.17-0.91，P=0.03）。
结论：在这项泌尿科医师的多机构研究中，我们观察到，在完成培训后，工作保留率很高，中位数为6年，与正式的职业咨询和在实践中加入校友与工作保留有关。总的来说，我们的数据强调，培训计划应强调在指导毕业生求职过程中的咨询计划和校友网络。
