About

James M. Silver is a Visiting Associate Professor of Criminal Justice at Boston University Metropolitan College. He holds a PhD from the University of Massachusetts Lowell, a JD from Harvard Law School, and a BA from the University of Notre Dame. Silver has an extensive background in law, criminal justice, and academia, having practiced civil litigation with a leading global law firm and served as an assistant United States attorney in Washington, D.C., prosecuting criminal cases and appeals. He has also practiced as a criminal defense attorney in Massachusetts. Silver's research interests include public mass violence, threat assessment, violence, and counter-terrorism topics of operational interest to law enforcement and national security communities. He has contributed to the field through authoring books such as 'The Crime Junkie’s Guide to Criminal Law' and coauthoring 'Almost a Psychopath,' which received the 2012 Independent Book Publishers Association Benjamin Franklin GOLD Award in the category of Psychology. His scholarly work has been published in numerous academic journals, and he has been an invited speaker at various conferences and briefings, including a Congressional Briefing on Mass Violence. Silver's teaching experience dates back to 1996, and he has held positions at Fisher College, Bristol Community College, UMass Lowell, and Worcester State University.

Research topics

• Medicine
• Physical therapy
• Internal medicine
• Psychology
• Virology
• Political Science
• Nursing
• Sociology
• Pedagogy
• Clinical psychology
• Gerontology
• Social psychology
• Anthropology
• Pathology
• Medical education
• Family medicine

Selected publications

• Advancing Women in Orthopaedic Surgery: New Insights and Strategies for Mentorship, Sponsorship, and Coaching

  Journal of the Pediatric Orthopaedic Society of North America · 2026-01-07

  articleOpen accessSenior author

  Women remain significantly underrepresented in orthopaedic surgery, and current evidence shows persistent disparities in mentorship access, career advancement, leadership representation, compensation, and workplace treatment. This narrative review synthesizes contemporary perspectives on mentorship, sponsorship, and coaching as complementary strategies to improve recruitment, retention, and professional development for women in orthopaedics. Effective mentorship-both formal and informal-supports psychosocial and career growth, yet female trainees and surgeons frequently lack access to mentors within the field. Evolving multimodal mentorship models, including structured programs within national orthopaedic organizations, demonstrate potential for transformative relationships and long-term career satisfaction. Sponsorship provides distinct, opportunity-driven advocacy essential for advancement, particularly for women who may be overlooked or under-recognized within traditional academic structures. Coaching, which emphasizes inquiry, self-awareness, and purpose-driven development, has been shown to enhance performance, leadership, and well-being while reducing burnout. Integrating these strategies as evidence-based, intentional components of professional development may help orthopaedic surgery cultivate a more diverse workforce and improve the experience and success of women across all career stages. Key Concepts: (1)Mentorship, sponsorship, and coaching each fulfill distinct roles in supporting women's advancement in orthopaedic surgery; combining them provides the greatest benefit across career stages.(2)Women in orthopaedics experience persistent systemic barriers-including inequitable access to mentorship, higher rates of mistreatment, and limited leadership opportunities-necessitating structured, evidence-based interventions.(3)Multimodal mentorship models used in national programs demonstrate that structured and organic mentoring relationships can evolve into transformational, enduring professional support.(4)Sponsorship provides essential career-advancing opportunities, especially for women who may be less likely to be identified as protégés without intentional systems.(5)Coaching improves performance, leadership, self-awareness, and well-being, and is an evidence-supported tool to reduce burnout among women in surgical fields.

  PublisherDOI

• Letter to the editor: Examining social support and belonging as mental health protective factors for undergraduates with adverse childhood experiences

  Journal of American College Health · 2025-08-08

  letterSenior author
  PublisherDOI

• Optimal Well-Being Interventions for Surgeons: Beyond Physiologic Needs Evidence-Based Recommendations and Emerging Novel Solutions to Reduce Burnout

  The American Surgeon · 2025-07-11 · 1 citations

  reviewSenior author

  Background : Surgeons experience high levels of burnout, impacting both their personal and professional lives in negative ways. Purpose : This review discusses individual and organizational level interventions affecting surgeons’ relationships at home and work. The authors use Maslow’s Hierarchy of Needs to explore the importance of psychological needs that impact surgeons’ well-being and performance. Research Design : A thorough search of the literature was conducted to assess interventions that are likely to affect surgeons’ personal and professional relationships. Analysis : The literature review included papers focused on research on surgeons’ burnout, stress, well-being, personal partner, workplace team dynamics, and workplace culture/environment. Results : The review underscores the importance of relationships at home and work, a sense of belonging, and self-esteem as they relate to surgeons’ well-being. Highlighted are individual and organizational strategies to enhance well-being. Conclusions : Strong personal and professional relationships positively impact surgeons’ flourishing and should be taken into consideration at the individual and organizational level.

  PublisherDOI

• Sense of Belonging and Intent to Leave Among Medical School Faculty

  JAMA Network Open · 2025-04-23 · 12 citations

  articleOpen accessSenior authorCorresponding

  This cross-sectional study evaluates sense of belonging and intent to leave their medical school among US medical school faculty.

  PublisherOA PDFDOI

• Gender composition of spasticity‐related clinical practice guideline authorship positions

  PM&R · 2025-03-17

  articleOpen access

  BACKGROUND: The authors of clinical practice guidelines (CPGs) are considered topic experts and specialists. Studies to date have disproportionately found that women are underrepresented in CPG authorship, but no studies have investigated CPGs on spasticity published in the recent literature. OBJECTIVE: To determine the gender composition of author positions on spasticity-related CPGs published from 2014 to 2023. DESIGN: Retrospective review of literature. SETTING: Systematic literature search using PubMed, SCOPUS, and CINAHL databases for spasticity-related CPGs available in English and published between 2014 and 2023. PARTICIPANTS: Authorship positions on spasticity-related CPGs published during the defined study period. INTERVENTIONS: Not applicable. MAIN OUTCOME MEASURES: test was used to compare the gender proportions of authorship positions with the gender proportions of the equity benchmarks. RESULTS: Six CPGs on spasticity were published during the study period. Most author positions were held by women (54.5%), whereas most physician author positions were held by men physicians (63%). Men physicians held significantly more positions compared with parity (p = .016). Women were overrepresented among all author positions compared with equity using total U.S. academic medicine faculty in neurology/physical medicine and rehabilitation (PM&R) at all benchmark years (95% confidence interval [CI]: 2014: 7.7-23.5; 2018: 4.2-20.0; 2022: 1.4-17.2). There was no difference in the gender composition of physician authors compared with academic medicine physicians in neurology/PM&R for any benchmark year (95% CI: 2014: -8.3 to 11.6; 2018: -2.0 to 7.9; 2022: -4.7 to 5.2). CONCLUSIONS: Physician authorship of recent spasticity-related CPGs comprises mostly men, a significant difference from parity but not from equity benchmarks. Women are overrepresented among total authorship positions (including nonphysicians) compared with equity, but not parity. Editorial boards should actively promote authorship diversity of these influential guidelines to minimize gender bias in health care delivery.

  PublisherOA PDFDOI

• Multidisciplinary collaborative guidance on the assessment and treatment of patients with Long <scp>COVID</scp> : A compendium statement

  PM&R · 2025-04-22 · 18 citations

  articleOpen access

  BACKGROUND: In 2021, the American Academy of Physical Medicine and Rehabilitation established the Multi-Disciplinary Post-Acute Sequelae of SARS-CoV-2 Infection Collaborative to provide guidance from established Long COVID clinics for the evaluation and management of Long COVID. The collaborative previously published eight Long COVID consensus guidance statements using a primarily symptom-based approach. However, Long COVID symptoms most often do not occur in isolation. AIMS: This compendium aims to equip clinicians with an efficient, up-to-date clinical resource for evaluating and managing adults experiencing Long COVID symptoms. The primary intended audience includes physiatrists, primary care physicians, and other clinicians who provide first-line assessment and management of Long COVID symptoms, especially in settings where subspecialty care is not readily available. This compendium provides a holistic framework for assessment and management, symptom-specific considerations, and updates on prevalence, health equity, disability considerations, pathophysiology, and emerging evidence regarding treatments under investigation. Because Long COVID closely resembles other infection-associated chronic conditions (IACCs) such as myalgic encephalomyelitis/chronic fatigue syndrome, the guidance in this compendium may also be helpful for clinicians managing these related conditions. METHODS: Guidance in this compendium was developed by the collaborative's established modified Delphi approach. The collaborative is a multidisciplinary group whose members include physiatrists, primary care physicians, pulmonologists, cardiologists, psychiatrists, neuropsychologists, neurologists, occupational therapists, physical therapists, speech and language pathologists, patients, and government representatives. Over 40 Long COVID centers are represented in the collaborative. RESULTS: Long COVID is defined by the National Academies of Sciences, Engineering, and Medicine as "an IACC that occurs after SARS-CoV-2 infection and is present for at least 3 months as a continuous, relapsing and remitting, or progressive disease state that affects one or more organ systems." The current global prevalence of Long COVID is estimated to be 6%. Higher prevalence has been identified among female gender, certain racial and ethnic groups, and individuals who live in nonurban areas. However, anyone can develop Long COVID after being infected with the SARS-CoV-2 virus. Long COVID can present as a wide variety of symptom clusters. The most common symptoms include exaggerated fatigue and diminished energy windows, postexertional malaise (PEM)/postexertional symptom exacerbation (PESE), cognitive impairment (brain fog), dysautonomia, pain/myalgias, and smell and taste alterations. Holistic assessment should include a traditional history, physical examination, and additional diagnostic testing, as indicated. A positive COVID-19 test during acute SARS-CoV-2 infection is not required to diagnose Long COVID, and currently, there is no single laboratory finding that is definitively diagnostic for confirming or ruling out the diagnosis of Long COVID. A basic laboratory assessment is recommended for all patients with possible Long COVID, and consideration for additional labs and diagnostic procedures is guided by the patient's specific symptoms. Current management strategies focus on symptom-based supportive care. Critical considerations include energy conservation strategies and addressing comorbidities and modifiable risk factors. Additionally, (1) it is essential to validate the patient's experience and provide reassurance that their symptoms are being taken seriously because many patients have had their symptoms dismissed by loved ones and clinicians; (2) physical activity recommendations must be carefully tailored to the patient's current activity tolerance because overly intense activity can trigger PEM/PESE and worsened muscle damage; and (3) treatment recommendations should be delivered with humility because there are many persistent unknowns related to Long COVID. To date, there are limited data to guide medication management specifically in the context of Long COVID. As such, medication use generally follows standard practice regarding indications and dosing, with extra attention to prioritize (1) patient preference via shared decision-making and (2) cautious use of medications that may improve some symptoms (eg, cognitive/attention impairment) but may worsen other symptoms (eg, PEM/PESE). Numerous clinical trials are investigating additional treatments. The return-to-work process for individuals with Long COVID can be challenging because symptoms can fluctuate, vary in nature, affect multiple functional areas (eg, physical and cognitive), and often manifest as an "invisible disability" that may not be readily acknowledged by employers or coworkers. Clinicians can help patients return to work by identifying suitable workplace accommodations and resources, providing necessary documentation, and recommending occupational or vocational therapy when needed. If these efforts are unsuccessful and work significantly worsens Long COVID symptoms or impedes recovery, applying for disability may be warranted. Long COVID is recognized as a potential disability under the Americans with Disabilities Act. CONCLUSION: To contribute to the overall health and well-being for all patients, Long COVID care should be delivered in a holistic manner that acknowledges challenges faced by the patient and uncertainties in the field. For more detailed information on assessment and management of specific Long COVID symptoms, readers can reference the collaborative's symptom-specific consensus guidance statements.

  PublisherOA PDFDOI

• Response to letter to the editor regarding “Multi‐Disciplinary collaborative consensus guidance statement on the assessment and treatment of fatigue in patients with Post‐Acute sequelae of SARS‐CoV‐2 infection (PASC)”

  UNC Libraries · 2025-05-13

  articleOpen access

  We thank the members of the Long COVID Physio International Executive Board for their thoughtful letter that highlights important issues in the treatment of individuals with Post-Acute sequelae of SARS-CoV-2 (PASC).

  PublisherDOI

• Intent to Leave Associated More Strongly with Workplace Belonging Than Leadership Behaviors of Supervisor in Women Health Care Professionals

  Journal of Women s Health · 2025-01-10 · 3 citations

  articleSenior author

  Background: The attrition of health care professionals from institutions has historically been high, with reports of higher rates in women than men. High attrition jeopardizes the institution’s financial stability, quality of patient care, and scholarly contributions to advancing health care. The disproportionate loss of women reduces the diversity of perspectives and skills needed to meet patient needs. Attrition risk has been demonstrated to relate to both the leadership behaviors of supervisors and the sense of belonging in the workplace. Toward informing health care institutions about strategies for curtailing high attrition, we sought to assess the relative strength of the association of attrition risk with leadership behaviors of supervisors versus workplace belonging. Methods: Attendees of a continuing education course on women’s leadership skills in health care were surveyed about the intent to leave (ITL) their institution within 2 years, perceived leadership behaviors of their supervisor, and experiences of workplace belonging. Dimensions of workplace belonging were identified by factor analysis. The strength of association of ITL with supervisor’s leadership behaviors and each workplace belonging dimension was analyzed in a multivariable ordinal logistic regression model. Results: Women comprised 94% of survey participants. In the regression analysis, lower ITL was associated strongly with more frequent experiences of institutional culture supporting workplace belonging, modestly with more favorable perceptions of supervisor’s leadership behaviors, and not with frequency of experiences of interpersonal relationships supporting workplace belonging. Conclusions: An institutional culture that supports workplace belonging is particularly important for reducing attrition risk in health care professionals. For health care institutions seeking to improve retention of its professionals and women in particular, our findings point to investing in a culture of workplace belonging that involves a diverse workforce, an environment in which its professionals feel heard, supported, and empowered and are provided strong career advancement opportunities.

  PublisherDOI

• Letter to the Editor on ‘Faculty Development for the People: Workplace‐Based Solutions for Busy Clinicians’

  The Clinical Teacher · 2025-01-01

  letter

  Data sharing is not applicable to this article as no new data were created or analyzed in this study.

  PublisherDOI

• Analysis of the Educational Debt of Board-Certified Pediatricians by Gender, Race, and Ethnicity Across the Age Spectrum

  Academic Pediatrics · 2025-04-26 · 1 citations

  articleSenior author
  PublisherDOI

Frequent coauthors

• Monica Verduzco‐Gutierrez

  The University of Texas Health Science Center at Houston

  203 shared

• Jay M. Weiss

  Emory University

  201 shared

• Ross Zafonte

  Brigham and Women's Hospital

  193 shared

• Allison R. Larson

  Georgetown University

  144 shared

• Chloe Slocum

  Harvard University

  134 shared

• Adam S. Tenforde

  Spaulding Rehabilitation Hospital

  129 shared

• Nicole L. Stout

  West Virginia University

  123 shared

• Jack B. Fu

  114 shared

Education

• MD

  Georgetown University School of Medicine

Awards & honors

• 2012 Independent Book Publishers Association Benjamin Frankl…