e.g. mhealth
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Skip search results from other journals and go to results- 10 Journal of Medical Internet Research
- 3 JMIR Medical Education
- 3 JMIR Research Protocols
- 2 JMIR Nursing
- 1 JMIR Dermatology
- 1 JMIR Mental Health
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Next to quality of leadership (“LEAD”), education and training (“EDUC”), and IT resources (“ITRE”), we chose trust and fairness (“TRFA”) as the fourth potential resource. Unlike Schaufeli and Bakker [22], we also assumed a negative effect of certain job demands—quantitative demands (“QUAD”) and role conflicts (“ROLC”)—on work engagement.
J Med Internet Res 2025;27:e46257
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As initial steps, increasing the number of women in academic leadership, prioritizing family-friendly work hour flexibility, and preventing burnout have been recommended as possible strategies to retain women dermatologists [8]. The need for women in leadership has been recognized by journals such as JMIR Dermatology, which has emphasized inviting women dermatologists to its editorial board to achieve gender parity [9].
JMIR Dermatol 2024;7:e50396
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Leadership for AI Transformation in Health Care Organization: Scoping Review
However, no systematic mapping of empirical literature has clarified our understanding of leadership or identified gaps in research. Understanding leadership behavior is crucial for health care organizations considering AI because effective leadership shapes the strategic direction, adoption, and successful implementation of AI technologies.
J Med Internet Res 2024;26:e54556
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The portfolio includes components such as teaching experience, involvement in research, taking on leadership roles, and additional qualifications. The longer preparation time for those components could create an unfair advantage for candidates who know about the application process earlier in their undergraduate careers and, in turn, limit candidates’ specialty selection.
The need for a diverse, well-balanced medical workforce is an established concept.
JMIR Med Educ 2023;9:e49013
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System-Wide Change Is Essential to Value the Contributions of Women in Medicine and Science
Individuals in leadership roles must drive structural improvements and allocate resources, avoiding relegation to off-hour projects that perpetuate uncompensated efforts. Additionally, when looking at the big picture, data consistently shows that when there is diversity in leadership, retention and recruitment are better, and when women physicians are taking care of patients, outcomes are better [8,9].
J Med Internet Res 2023;25:e52509
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However, a challenge in enabling effective leadership to support m Health use is a lack of specificity as to what leadership entails and distinguishing the nature of leadership that is being referred to (eg, the characteristics of leaders, leadership behaviors, and supports provided by leaders). In the context of nurses’ use of m Health applications, there remains limited consideration of the structural factor of leadership in influencing nurses’ m Health use behaviors.
JMIR Nursing 2023;6:e44435
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Can AI Mitigate Bias in Writing Letters of Recommendation?
Improving the efficiency of recommendation letter writing can be especially valuable in easing the burden of this task for the small proportion of underrepresented groups who are in top leadership positions in medicine and scientific fields. For example, in medicine, although the proportion of women department chairs has increased over the last decade, still only 18% are women; the proportion of women medical school deans has barely shifted since 2012, increasing from 16% to 18% in 2018 [37].
JMIR Med Educ 2023;9:e51494
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Exploring the Road of Women to Medical Leadership: A European Perspective
In European countries with stronger hierarchies, one can more frequently observe men being promoted to leadership positions in clinical, academic, and administrative work. Despite loud slogans and nicely formulated strategic road maps, women need to overcome various biases.
The findings of one study from 2014 suggested that, in spite of a high proportion of women in the physician workforce, they are underrepresented in leadership positions [6] or have decreased project lead opportunities.
J Med Internet Res 2023;25:e49247
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Five Strategies Leaders in Academic Medicine Can Implement Now to Enhance Gender Equity
The eight authors of this paper represent a diverse group of women (eg, race/ethnicity, specialty, geography, age and career stage, and leadership roles) who have extensive experience and scholarship in diversity, equity, and inclusion (DEI). Our proposed list of strategies is not intended to be comprehensive as there are other excellent resources available [4,5], and it might not be applicable to all institutions depending on unique organizational factors for which we cannot account.
J Med Internet Res 2023;25:e47933
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The peak body for Australian universities, Universities Australia, produced a strategy for 2017 to 2020 [18] and an Indigenous strategy for 2022 to 2025 [19], both of which make leadership statements but have not been wholly evaluated or updated for future developments.
Nonetheless, most Australian universities have committed to embedding Indigenous perspectives into their curriculum [20] and are seeking Indigenous peoples’ leadership [21].
JMIR Res Protoc 2023;12:e39864
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