Adám Szilvia
Semmelweis Egyetem, Altalános Orvostudományi Kar Magatartástudományi Intézet Budapest Nagyvárad tér 4. 1089.
Orv Hetil. 2009 Dec 13;150(50):2274-81. doi: 10.1556/OH.2009.28583.
According to stress theory, social support from work and non-work-related sources may influence the level of perceived work-family conflict. Despite the high prevalence of work-family conflict as a source of distress among female physicians, no information is available on the associations between work-family conflict and social support in a traditional, family-centric cultural setting, where female role expectations are demanding. The author hypothesized that high prevalence of work-family conflict could be attributed to the lack of social support among female physicians.
To investigate the prevalence and psychosocial characteristics of social support and its relations to work-family conflict among female physicians.
Quantitative and qualitative study using questionnaires ( n = 420) and in-depth interviews ( n = 123) among female and male physicians.
Female physicians reported significantly higher mean level and prevalence of work-family conflict compared to men. The predominant form of work-family was work-to-family conflict among physicians; however, significantly more female physicians experienced family-to-work conflict and strain-based work-family conflict compared to men (39% vs. 18% and 68% vs. 20%, respectively). Significantly more male physicians experienced time-based work-family conflict compared to women. Content analyses of interview data revealed that provision of support to physicians manifested itself in parental support in career selection, spousal support with household duties, peer support with enabling access to professional role models-mentors, peer support to ensure gender equity, and organizational support with family-centric policies. Female physicians reported significantly less parental, spousal, and peer support compared to men. Female physicians lacking parental, peer, or organizational support experienced significantly higher level of work-family conflict compared to appropriate control. In regression analyses, high job demands, job strain, high workload and number of children, younger age, and lack of support in the workplace predicted work-family conflict best (adjusted R 2 0.59).
Lack of social - particularly parental, peer, and organizational - support may play an important role in the pathogenesis of work-family conflict experienced by female physicians.
根据压力理论，来自工作和非工作相关来源的社会支持可能会影响工作-家庭冲突的感知水平。尽管工作-家庭冲突作为女性医生困扰的一个来源非常普遍，但在以家庭为中心的传统文化环境中，关于工作-家庭冲突与社会支持之间的关联尚无信息，在这种文化环境中，对女性角色的期望很高。作者假设工作-家庭冲突的高发生率可归因于女性医生缺乏社会支持。
调查女性医生社会支持的发生率和心理社会特征及其与工作-家庭冲突的关系。
对男女医生进行问卷调查（n = 420）和深入访谈（n = 123）的定量和定性研究。
与男性相比，女性医生报告的工作-家庭冲突平均水平和发生率显著更高。工作-家庭的主要形式是医生中的工作对家庭冲突；然而，与男性相比，经历家庭对工作冲突和基于压力的工作-家庭冲突的女性医生明显更多（分别为39%对18%和68%对20%）。与女性相比，经历基于时间的工作-家庭冲突的男性医生明显更多。访谈数据的内容分析表明，对医生的支持表现为职业选择中的父母支持、家务方面的配偶支持、有助于接触职业榜样-导师的同伴支持、确保性别平等的同伴支持以及以家庭为中心政策的组织支持。与男性相比，女性医生报告的父母、配偶和同伴支持明显更少。缺乏父母、同伴或组织支持的女性医生与适当对照组相比，经历的工作-家庭冲突水平明显更高。在回归分析中，高工作需求、工作压力、高工作量、子女数量、年龄较小以及工作场所缺乏支持对工作-家庭冲突的预测效果最佳（调整R²为0.59）。
缺乏社会支持，尤其是父母、同伴和组织支持，可能在女性医生经历的工作-家庭冲突的发病机制中起重要作用。
