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  • Title: Leaders of the Pack: A Comparison of Chairs and Chiefs to Other Surgeons in American Academic Plastic Surgery.
    Author: Mellia JA, Murphy AI, Klifto KM, Diatta F, Morris MP, Patel V, Othman S, Christopher AN, Fischer JP.
    Journal: J Craniofac Surg; 2021 Oct 01; 32(7):2349-2353. PubMed ID: 34074925.
    Abstract:
    Chairs/chiefs of plastic surgery departments/divisions are responsible for directing activities at academic institutions and thus help determine the direction of academic plastic surgery. Other studies have characterized this group but have not shown which characteristics separate them from other surgeons in the field. To study this relationship, a cross-sectional analysis of plastic surgery faculty affiliated with United States residency training programs (n = 99) was initiated. Data were collected from public online websites. Univariate and multivariate logistic regression were used to identify factors independently associated with chairs/chief status. Sub-analyses were performed within Tiers stratified by residency program rank of chair/chief's current institution. Among 943 plastic surgeons, 98 chairs/chiefs were identified. In accordance with prior literature, most are male (89%) and fellowship-trained (62%), and they have a median H-index of 17. Compared to other surgeons, chair/chiefs have more years in practice (odds ratio [OR]: 1.026, confidence interval [CI]: 0.002-0.049, P = 0.034), higher H-index (OR: 1.103, CI: 0.048-0.147, P < 0.001), and more citations (OR: 1.000, CI: -0.000 to -0.001, P = 0.006). Chair/chiefs were also more likely to be journal editorial board members (OR: 1.728, CI: -0.033 to 1.127, P = 0.046) and national society/organization presidents (OR: 1.024, CI: 0.008-0.039, P = 0.003). No notable differences were found between department chairs versus division chiefs or across Tiers. Overall, scholarly achievement and significant years of experience distinguish chairs/chiefs in American academic plastic surgery. Criteria for achieving this leadership role may not differ between departments and divisions. Further research is needed to evaluate whether these characteristics translate into more effective leadership.
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