Dr. Westring is assistant professor, Department of Management, DePaul University, Chicago, Illinois. Dr. Speck is instructor, Department of Anesthesiology and Critical Care, Perelman School of Medicine, University of Pennsylvania, Philadelphia, Pennsylvania. Dr. Sammel is professor of biostatistics, Department of Biostatistics and Epidemiology and Center for Clinical Epidemiology and Biostatistics, Perelman School of Medicine, University of Pennsylvania, Philadelphia, Pennsylvania. Ms. Scott is director of operations, FOCUS on Health & Leadership for Women, Department of Biostatistics and Epidemiology, Center for Clinical Epidemiology and Biostatistics, Perelman School of Medicine, University of Pennsylvania, Philadelphia, Pennsylvania. Dr. Conant is professor, Department of Radiology, Perelman School of Medicine, University of Pennsylvania, Philadelphia, Pennsylvania. Dr. Tuton is adjunct professor of medicine and adjunct professor of prevention and population health, Department of Biostatistics and Epidemiology, Perelman School of Medicine, University of Pennsylvania, Philadelphia, Pennsylvania. Dr. Abbuhl is professor, Department of Emergency Medicine and Executive Director of FOCUS on Health & Leadership for Women, Perelman School of Medicine, University of Pennsylvania, Philadelphia, Pennsylvania. Dr. Grisso is professor, Department of Family Medicine and Community Health, Perelman School of Medicine, and Department of Family and Community Health, School of Nursing, University of Pennsylvania, Philadelphia, Pennsylvania.
Acad Med. 2014 Apr;89(4):658-63. doi: 10.1097/ACM.0000000000000173.
Women in academic medicine are not achieving the same career advancement as men, and face unique challenges in managing work and family alongside intense work demands. The purpose of this study was to investigate how a supportive department/division culture buffered women from the impact of work demands on work-to-family conflict.
As part of a larger intervention trial, the authors collected baseline survey data from 133 women assistant professors at the University of Pennsylvania Perelman School of Medicine in 2010. Validated measures of work demands, work-to-family conflict, and a department/division culture were employed. Pearson correlations and general linear mixed modeling were used to analyze the data. Authors investigated whether work culture moderated the association between work demands and work-to-family conflict.
Heavy work demands were associated with increased levels of work-to-family conflict. There were significant interactions between work demands, work-to-family conflict, and department/division culture. A culture conducive to women's academic success significantly moderated the effect of work hours on time-based work-to-family conflict and significantly moderated the effect of work overload on strain-based work-to-family conflict. At equivalent levels of work demands, women in more supportive cultures experienced lower levels of work-to-family conflict.
The culture of the department/division plays a crucial role in women's work-to-family conflict and can exacerbate or alleviate the impact of extremely high work demands. This finding leads to important insights about strategies for more effectively supporting the careers of women assistant professors.
在学术医学领域，女性的职业发展并未取得与男性同等的成就，她们在兼顾工作和家庭与高强度工作需求的同时，还面临着独特的挑战。本研究的目的是调查支持性的部门/科室文化如何缓冲工作需求对工作-家庭冲突的影响。
作为一项更大的干预试验的一部分，作者于 2010 年从宾夕法尼亚大学佩雷尔曼医学院的 133 名女性助理教授那里收集了基线调查数据。采用了经过验证的工作需求、工作-家庭冲突以及部门/科室文化的衡量标准。使用 Pearson 相关分析和一般线性混合模型来分析数据。作者调查了工作文化是否调节了工作需求与工作-家庭冲突之间的关系。
繁重的工作需求与工作-家庭冲突的加剧有关。工作需求、工作-家庭冲突和部门/科室文化之间存在显著的相互作用。有利于女性学术成功的文化显著调节了工作时间对基于时间的工作-家庭冲突的影响，也显著调节了工作负荷过重对基于压力的工作-家庭冲突的影响。在同等的工作需求水平下，处于更支持性文化的女性经历的工作-家庭冲突水平较低。
部门/科室的文化在女性的工作-家庭冲突中起着至关重要的作用，它可以加剧或减轻极高工作需求的影响。这一发现为更有效地支持女性助理教授的职业发展提供了重要的策略见解。
