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Objective: The aim of this study was to describe rates of exposure to bullying and sexual harassment in junior doctors in first- or second-year prevocational medical training (PGY1 or PGY2 respectively) positions in New South Wales (NSW) and the Australian Capital Territory (ACT), and to explore the types of actions taken in response. Methods: A cross-sectional survey of junior doctors in PGY1 or PGY2 positions was undertaken in 2015 and 2016 (n = 374 and 440 respectively). Thematic analysis was undertaken on free-text responses to describe the reporting process and outcomes in more depth. Results: The estimated response rate was 17–20%. Results from both surveys followed almost identical trends. Most respondents in 2015 and 2016 reported being bullied (n = 203 (54.3%) and 253 (57.5%) respectively), 16–19% reported sexual harassment (n = 58 and 82 respectively) and 29% of females reported sexual harassment. Qualitative analysis elucidated reasons for not taking action in response to bullying and harassment, including workplace normalisation of these behaviours, fear of reprisal and lack of knowledge or confidence in the reporting process. For respondents who did take action, most reported ineffective or personally harmful outcomes when reporting to senior colleagues, including being dismissed or blamed, and an intention not to trust the process in the future. Conclusions: The findings suggest that interventions targeted at the level of junior doctors to improve the culture of bullying and harassment in medicine are unlikely to be helpful. Different approaches that address the problem in a more systemic way are needed, as is further research about the effectiveness of such interventions. What is known about the topic?: Bullying and sexual harassment are common workplace experiences in the medical profession. What does this paper add?: Over half the junior doctors in the present study experienced bullying and nearly one-fifth experienced sexual harassment. Junior doctors are reluctant to speak out, not only for fear of reprisal, but also because they do not believe it is worth doing so. What are the implications for practitioners?: The data confirm a systemic problem of bullying in NSW. Primarily focusing on interventions with junior doctors (e.g. resilience training) is unlikely to solve the problem. Different and multipronged approaches (e.g. raising awareness in senior colleagues and training bystanders to intervene) should be tried and studied. [ABSTRACT FROM AUTHOR]

Background: Selection into specialty training is a high-stakes and resource-intensive process. While substantial literature exists on selection into medical schools, and there are individual studies in postgraduate settings, there seems to be paucity of evidence concerning selection systems and the utility of selection tools in postgraduate training environments. Aim: To explore, analyze and synthesize the evidence related to selection into postgraduate medical specialty training. Method: Core bibliographic databases including PubMed; Ovid Medline; Embase, CINAHL; ERIC and PsycINFO were searched, and a total of 2640 abstracts were retrieved. After removing duplicates and screening against the inclusion criteria, 202 full papers were coded, of which 116 were included. Results: Gaps in underlying selection frameworks were illuminated. Frameworks defined by locally derived selection criteria, and heavily weighed on academic parameters seem to be giving way to the evidencing of competency-based selection approaches in some settings. Regarding selection tools, we found favorable psychometric evidence for multiple mini-interviews, situational judgment tests and clinical problem-solving tests, although the bulk of evidence was mostly limited to the United Kingdom. The evidence around the robustness of curriculum vitae, letters of recommendation and personal statements was equivocal. The findings on the predictors of past performance were limited to academic criteria with paucity of long-term evaluations. The evidence around nonacademic criteria was inadequate to make an informed judgment. Conclusions: While much has been gained in understanding the utility of individual selection methods, though the evidence around many of them is equivocal, the underlying theoretical and conceptual frameworks for designing holistic and equitable selection systems are yet to be developed. [ABSTRACT FROM AUTHOR]

Objective: In Australia and internationally, psychiatry has struggled to fill training places to keep up with demand for service. The objective of this study was to review the components of psychiatry terms and placements that determine a positive experience and potentially influence interest in vocational training in psychiatry.Method: A literature review and narrative synthesis was undertaken on 20 papers identified as meeting inclusion criteria.Results: The top themes contributing to positive experiences during the psychiatry term were: receiving high quality supervision; supported autonomy; and witnessing patient recovery. There was a paucity of Australian literature preventing investigation of the Australian context alone.Conclusions: There is a need to better understand how the junior doctor and medical student psychiatry experience influences perceptions of psychiatry and intention to specialise, especially in the Australian context. [ABSTRACT FROM AUTHOR]

Objective: It is now recognized that education and training are at the core of quality systems in health care. In this paper we discuss the processes and drivers that underpinned the development of high quality education and training programs and placements for all junior doctors. The early identification and development of doctors interested in psychiatry as a career, engagement and co-operation with the broader junior doctor network and the creation of teaching opportunities for trainees that was linked to their stage of development were identified as key to the success of the program. Conclusions: Targeted, high quality education programs and clinical placements coupled with strategic development of workforce has reduced staff turn over, led to the stabilization of the medical workforce and created a culture where learning and supervision are highly valued. [ABSTRACT FROM AUTHOR]

Presents a model that uses the gas exchange equations combined with bubble dissolution physics and population balance equations to produce a mathematical framework for decompression sickness. Gas exchange processes in the tissue; Bubble formation characteristics; Model equation requirements; Single tissue compartment model parameters.

The metabolism of testosterone-4-14C by hamster skin and flank organ was studied; flank organ metabolized more testostrone than an equal weight of adjacent skin. Androstenedione.† androsterone, androstanedione, dihydrotestosterone (DHT), and 3α-androstanediol were identified by chromatography and reverse isotopic dilution as metabolites formed by flank organ. The metabolites of flank organ and general body skin showed identical chromatographic mobilities. Flank organ produced 4 times as much DHT as an equal weight of adjacent skin. The ratio of total 5α-metabolites formed by both tissues was the same as the DHT ratio, indicating that the greater amount of DHT formed is due to greater formation of 5α-metabolites, in general. In contrast, both tissues produced the same amount of 17-ketosteroids from testosterone and had similar DNA contents, suggesting that the observed difference in 5α-reduction was not due to differences in cellularity but to a greater capacity of the flank organ to reduce testosterone. No 3β-hydroxysteroids, the formation of which has been reported in human skin were found. [ABSTRACT FROM AUTHOR]

A letter to the editor is presented in response to the article about the observations as to what constitutes a successful psychiatry training programs in the February 2013 issue.