However, to the mid-career and early stage physician scientist organizational support was at the forefront of their minds. They wanted assurances that if there were gaps in funding that the organization would financially support them, that they would have protected time especially for research, and they did not want to hear about only seeing more and more patients: “So there’s no value to publishing a paper as intellectual drive is not valued. It’s patient care, patient care and Relative Value Units and no administrative support. There’s just no support at all” (Interview 2-016). There was also this sense of having to do more work if you did not receive the proper institutional support, which seemed to take away from opportunities to succeed individually and do more for the overall organizational mission as well. “The University or the Division should support 30% salary for MD/PhDs, but they only support 10% of salary so the other 20% you have to earn clinically and you have to do extra work to be a scientist” (Interview 2-013). Therefore, with organizational support success emerges through balance and creates opportunities where meaningful relationship building through teamwork is encouraged.
