Published Research

OFA conducts research to assess the environment and the effectiveness of change on climate, behavior, retention, and faculty success. We have conducted nationally recognized presentations and published peer-reviewed research on faculty in Health Sciences.

Nationally Recognized Presentations

Health Sciences Faculty Climate Survey
Using Climate Data to Drive Strategic Decision Making in Academic Health Sciences
AAMC Group on Business Affairs (GBA), Toronto, Canada, April 2016

Peer – Reviewed Publications

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2019 - 2015

Faculty Equity, Diversity, Culture and Climate Change in Academic Medicine

Deborah Wingard, Ph.D.; JoAnn Trejo, Ph.D., M.B.A.; Monica Gudea, B.A.; Seneca Goodman, B.A.; Vivian Reznik, M.D., M.P.H. - FEBRUARY 2019

Abstract: There is a national call for academic medicine to use evidence-based initiatives to improve its culture and climate. The authors report data-driven policy and programmatic interventions that were associated with increased faculty diversity, equity, respectful behavior and improved faculty climate, at UC San Diego Health Sciences...

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The Culture of Academic Medicine: Faculty Behaviors Impacting the Learning Environment

Christine Moutier, M.D.; Deborah Wingard, Ph.D.; Monica Gudea, B.A.; Dilip Jeste, M.D.; Seneca Goodman, B.A.; Vivian Reznik, M.D., M.P.H. - MAY 2016

Abstract: Objective The culture of academic medical institutions impacts trainee education, among many other faculty and patient outcomes. Disrespectful behavior by faculty is one of the most challenging and common problems that, left unattended, disrupts healthy work and learning environments. Conversely, a respectful environment facilitates learning, creates a sense of safety, and rewards professionalism...

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2014 - 2010

Measuring Faculty Retention and Success in Academic Medicine

Andrew Ries, M.D., M.P.H.; Deborah Wingard, Ph.D.; Anthony Gamst, Ph.D.; Catherine Larsen, M.P.H.; Elizabeth Farrell; Vivian Reznik, MD, MPH - AUGUST 2012

Abstract: Purpose To develop and demonstrate the usefulness of quantitative methods for assessing retention and academic success of junior faculty in academic medicine. Method The authors created matched sets of participants and nonparticipants in a junior faculty development program based on hire date and academic series for newly hired assistant professors at the University of California, San Diego (UCSD), School of Medicine between 1988 and 2005...

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A Conceptual Model for Faculty Development in Academic Medicine: The Underrepresented Minority Faculty Experience

Sandra P. Daley, M.D.; Shelia L. Broyles, Ph.D., M.P.H.; Lourdes M. Rivera, M.A.; Jesse J. Brennan, M.A.; Ethel Regis Lu, M.A.; Vivian Reznik, M.D., M.P.H. - SEPTEMBER 2011

Abstract: In May 2010, the Association of American Medical Colleges reported that nonwhite professors have a lower promotion rate than white professors. A cohort of 30 underrepresented minority (URM) junior faculty who participated in a structured faculty development program at a public, research-intensive, academic medical center were followed in a 10-year longitudinal study. This paper reports on the career status of 12 of the 30 URM faculty...

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2009 - 2005

Increasing the Capacity of Health Sciences to Address Health Disparities

Sandra P. Daley, M.D.; Shelia L. Broyles, Ph.D., M.P.H.; Lourdes M. Rivera, M.A.; Vivian M. Reznik, M.D., M.P.H. - SEPTEMBER 2009

Abstract: In order to create a cohort of investigators who are engaged in health disparities research, scholarship, and practice, and to increase the amount of funding in the university that is invested in research focused on reducing health disparities, the San Diego EXPORT Center implemented 2 major initiatives: (1) the support of underrepresented minority (URM) junior faculty development and (2) the funding for pilot research grants in health disparities...

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Retention of Junior Faculty in Academic Medicine at the University of California, San Diego

Andrew Ries, M.D., M.P.H.; Deborah Wingard, Ph.D.; Cindy Morgan, M.S.; Elizabeth Farrell; Sharon Letter, M.S.; Vivian Reznik, M.D., M.P.H. - JANUARY 2009

Abstract: Purpose To measure overall retention of junior faculty and evaluate the effects of a junior faculty development program on the retention of junior faculty at one institution. Method Quantitative survival analysis techniques were used to characterize retention of all new assistant professors hired at the University of California, San Diego (UCSD) School of Medicine for 18 years between July 1988 and December 2005, and the influence on retention of a junior faculty development program...

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Career Experiences and Perceptions of Underrepresented Minority Medical School Faculty

Deborah L. Wingard, Ph.D.; Vivian M. Reznik, M.D.; and Sandra P. Daley, M.D. - SEPTEMBER 2008

Background: Although studies have outlined the benefit of diversity in academic medicine, the number of underrepresented minority (URM) faculty remains low. In 1998, University of California, San Diego (UCSD) School of Medicine with the Hispanic Center of Excellence began a formalized proactive faculty development program. Over the past 10 years, recruitment and retention of URM junior faculty have increased. We undertook a study to explore factors associated with this improvement...

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Improving the Retention of Underrepresented Minority Faculty in Academic Medicine

Sandra Daley, M.D.; Deborah L. Wingard, Ph.D.; Vivian Reznik, M.D., M.P.H. - SEPTEMBER 2006

Background: Although several studies have outlined the need for and benefits of diversity in academia, the number of underrepresented minorty (URM) faculty in academic health centers remains low, and minonty faculty are primarily concentrated at the rank of assistant professor. In order to increase the diversity of the faculty of the University of California, San Diego (UCSD) School of Medicine, the UCSD National Center for Leadership in Academic Medicine...

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2004 - 2000

Facilitating Faculty Success: Outcomes and Cost Benefit of the UCSD National Center of Leadership in Academic Medicine

Deborah L. Wingard, Ph.D.; Karen A. Garmen; Vivian Reznik, M.D. - OCTOBER 2004

Problem and Background. In 1998, the University of California San Diego (UCSD) was selected as one of four National Centers of Leadership in Academic Medicine (NCLAM) to develop a structured mentoring program for junior faculty. Method. Participants were surveyed at the beginning and end of the seven-month program, and one-four years after. The institution provided financial information. Four primary outcomes associated with participation in NCLAM were assessed:...

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Development of Junior Faculty’s Self-efficacy: Outcomes of a National Center of Leadership in Academic Medicine

Karen A. Garmen; Deborah L. Wingard, Ph.D.; Vivian Reznik, M.D. - OCTOBER 2001

In 2000, several articles were published discussing the importance of academic medical centers’ addressing the attitudes and obstacles junior faculty have concerning their career progress and success.1–3 All agreed that formal mentoring programs, whether gender-based or work-environment–driven, would have positive effects on junior faculty’s performance, attracting and retaining those who have chosen academic medicine as their careers...

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Innovative Mentoring Programs to Promote Gender Equity in Academic Medicine

Saralyn Mark, M.D.; Heather Link, M.H.S; Page S. Morahan, Ph.D.; Linda Pololi, M.B.,B.S.; Vivian Reznik, M.D., M.P.H.; Susanne Tropez-Sims, M.D., M.P.H. - JANUARY 2001

Abstract: The authors describe the history, characteristics, and goals of four innovative programs, each in a medical school, that were established in 1998 to help faculty members of both sexes obtain mentors and thereby facilitate their career advancement. The programs were established as the result of an initiative by the Office on Women’s Health (OWH) within the U.S. Department of Health and Human Services...

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