Dr. Jagsi is associate professor, Center for Bioethics and Social Sciences in Medicine, Department of Radiation Oncology, University of Michigan, Ann Arbor, Michigan. Mr. Griffith is statistician expert, Center for Cancer Biostatistics, University of Michigan School of Public Health, Ann Arbor, Michigan. Dr. Stewart is professor, Department of Psychology, Women's Studies Program, University of Michigan, Ann Arbor, Michigan. Ms. Sambuco is research area specialist intermediate, Center for Bioethics and Social Sciences in Medicine, Department of Radiation Oncology, University of Michigan, Ann Arbor, Michigan. Ms. DeCastro is research area specialist intermediate, Center for Bioethics and Social Sciences in Medicine, Department of Radiation Oncology, University of Michigan, Ann Arbor, Michigan. Dr. Ubel is professor, Fuqua School of Business, Sanford School of Public Policy, Duke University, Durham, North Carolina.
Acad Med. 2013 Nov;88(11):1689-99. doi: 10.1097/ACM.0b013e3182a71519.
Studies have suggested that male physicians earn more than their female counterparts. The authors examined whether this disparity exists in a recently hired cohort.
In 2010-2011, the authors surveyed recent recipients of National Institutes of Health (NIH) mentored career development (i.e., K08 or K23) awards, receiving responses from 1,275 (75% response rate). For the 1,012 physicians with academic positions in clinical specialties who reported salary, they constructed linear regression models of salary considering gender, age, race, marital status, parental status, additional doctoral degree, academic rank, years on faculty, specialty, institution type, region, institution NIH funding rank, K award type, K award funding institute, K award year, work hours, and research time. They evaluated the explanatory value of spousal employment status using Peters-Belson regression.
Mean salary was $141,325 (95% confidence interval [CI] 135,607-147,043) for women and $172,164 (95% CI 167,357-176,971) for men. Male gender remained an independent, significant predictor of salary (+$10,921, P < .001) even after adjusting for specialty, academic rank, work hours, research time, and other factors. Peters-Belson analysis indicated that 17% of the overall disparity in the full sample was unexplained by the measured covariates. In the married subset, after accounting for spousal employment status, 10% remained unexplained.
The authors observed, in this recent cohort of elite, early-career physician-researchers, a gender difference in salary that was not fully explained by specialty, academic rank, work hours, or even spousal employment. Creating more equitable procedures for establishing salary is important.
研究表明，男性医生的收入高于女性医生。作者研究了这种差距是否存在于最近招聘的医生群体中。
2010-2011 年，作者调查了最近获得美国国立卫生研究院（NIH）指导职业发展（即 K08 或 K23）奖的人员，共收到 1275 人的回复（回复率为 75%）。对于 1012 名在临床专业有学术职位且报告了工资的医生，他们构建了考虑性别、年龄、种族、婚姻状况、父母状况、额外博士学位、学术职称、教龄、专业、机构类型、地区、机构 NIH 资助排名、K 奖类型、K 奖资助机构、K 奖年份、工作时间和研究时间的工资线性回归模型。他们使用彼得斯-贝尔森回归评估了配偶就业状况的解释价值。
女性的平均工资为 141325 美元（95%置信区间[CI] 135607-147043），男性为 172164 美元（95%CI 167357-176971）。即使在调整了专业、学术职称、工作时间、研究时间和其他因素后，男性性别仍然是工资的独立、显著预测因素（+10921 美元，P<0.001）。彼得斯-贝尔森分析表明，在整个样本中，17%的总体差异无法用测量的协变量来解释。在已婚亚组中，在考虑到配偶的就业状况后，仍有 10%无法解释。
作者在最近的这组精英、早期职业医师-研究人员中观察到，在薪酬方面存在性别差异，而这种差异不能完全用专业、学术职称、工作时间甚至配偶就业来解释。制定更公平的薪酬制定程序很重要。
