End Adelheid, Mittlboeck Martina, Piza-Katzer Hildegunde
Department of Cardiothoracic Surgery, University of Vienna, Vienna, Austria.
Arch Surg. 2004 Nov;139(11):1208-14. doi: 10.1001/archsurg.139.11.1208.
Individual, group, and organizational factors influence the professional satisfaction of women surgeons in Austria.
Survey on professional and private issues sent out by mail in 2000 and 2001.
Women surgeons working in hospitals and/or in private practices and those who were retired or on maternity leave.
All 351 Austrian women surgeons of all core surgical specialties (general, trauma, pediatric, plastic, thoracic, and cardiovascular), certified or in training, were addressed.
Proportional odds regression models were used to correlate professional satisfaction with objectively measurable prognostic factors such as age, surgical subspecialty, status of training, type of hospital, location of work (federal states vs the capital), status of activity (active vs on maternity leave), profession of private partner, number of children, and subjectively assessed prognostic factors such as operative volume and departmental organization.
The response rate was 58.7% (206/351). One hundred eighty-seven surgeons-active or on maternity leave-were included in the analysis. Higher satisfaction was reported by active surgeons in subspecialties, certified surgeons, comparatively younger and older surgeons, surgeons working in hospitals outside the capital, and surgeons with a physician as a partner. When entering subjectively assessed variables into the model, the quality of departmental organization and operative volume (P<.001), as well as the status of activity (P<.001), had the strongest effect.
Women surgeons' professional satisfaction highly depends on departmental organization and status of activity. Inadequate leadership, low operative volume, and being on maternity leave have a negative effect on job satisfaction. Private factors seem to be of little influence. Optimal departmental organization would help women to reconcile their professional and their private lives.
个人、团体和组织因素会影响奥地利女外科医生的职业满意度。
2000年和2001年通过邮件发送的关于职业和私人问题的调查。
在医院和/或私人诊所工作的女外科医生，以及退休或休产假的女外科医生。
所有351名奥地利核心外科专业（普通外科、创伤外科、小儿外科、整形外科、胸外科和心血管外科）的女外科医生，无论其是否获得认证或正在接受培训。
使用比例优势回归模型将职业满意度与客观可测量的预后因素相关联，这些因素包括年龄、外科亚专业、培训状态、医院类型、工作地点（联邦州与首都）、活动状态（在职与休产假）、私人伴侣职业、子女数量，以及主观评估的预后因素，如手术量和科室组织。
回复率为58.7%（206/351）。187名在职或休产假的外科医生纳入分析。亚专业的在职外科医生、获得认证的外科医生、相对年轻和年长的外科医生、在首都以外医院工作的外科医生以及伴侣为医生的外科医生报告的满意度更高。当将主观评估变量纳入模型时，科室组织质量和手术量（P<0.001）以及活动状态（P<0.001）的影响最为显著。
女外科医生的职业满意度高度依赖于科室组织和活动状态。领导不力、手术量低以及休产假会对工作满意度产生负面影响。私人因素似乎影响不大。优化科室组织有助于女性协调职业和私人生活。
