女性教员对导师相似性偏好的差异：一项学术医学领域的多机构研究。
Variability in Women Faculty's Preferences Regarding Mentor Similarity: A Multi-Institution Study in Academic Medicine.
作者信息
Carapinha René, Ortiz-Walters Rowena, McCracken Caitlin M, Hill Emorcia V, Reede Joan Y
机构信息
R. Carapinha is research and program manager, Office for Diversity Inclusion and Community Partnership, and research fellow, Department of Global Health and Social Medicine, Harvard Medical School, Boston, Massachusetts. R. Ortiz-Walters is dean, School of Business and Economics, and professor of management, SUNY Plattsburgh, Plattsburgh, New York. C.M. McCracken is data collection coordinator, Harvard Clinical and Translational Science Center, Harvard Medical School, Boston, Massachusetts. E.V. Hill is director of research and evaluation, Office for Diversity Inclusion and Community Partnership, Harvard Medical School, Boston, Massachusetts. J.Y. Reede is dean, Office for Diversity Inclusion and Community Partnership, and associate professor of medicine, Harvard Medical School, and associate professor, Department of Social and Behavioral Sciences, Harvard School of Public Health, Boston, Massachusetts.
出版信息
Acad Med. 2016 Aug;91(8):1108-18. doi: 10.1097/ACM.0000000000001284.
PURPOSE
To investigate which mentor-similarity characteristics women faculty in academic medicine rate most important and to determine whether this importance differs among women faculty on the basis of current and prior mentoring, demographic and personal factors, and career factors.
METHOD
Cross-sectional survey data from 3,100 women faculty at 13 purposively sampled U.S. medical schools were collected in 2012. The preferences of participants regarding the importance of mentor similarity in terms of race/ethnicity, gender, personal and career interests, and department and institution were studied. Analysis entailed chi-square tests and multivariable ordered logistic models.
RESULTS
Overall, respondents ranked having a mentor in the same department and institution as most important. Same department and institution were less important for those without a current mentor and for senior faculty, and were more important for Asian faculty. Same career and personal interests were less important for older faculty and more important for those with a doctorate only. Same gender was more important for black faculty, faculty at the rank of instructor, and those without current mentoring. Overall, same race/ethnicity was rated least important; however, it was more important for racial-ethnic minorities, U.S.-born faculty, and those who had never had a mentor.
CONCLUSIONS
Mentor preferences, as indicated by level of importance assigned to types of mentor similarity, varied among women faculty. To advance effective mentoring, characterized by good mentor-mentee fit, the authors provide recommendations on matching strategies to be used in academic medicine when considering the diverse mentor preferences of women faculty.
目的
调查学术医学领域的女性教员认为哪些与导师的相似性特征最为重要，并确定这种重要性在不同女性教员中是否因当前和以往的指导情况、人口统计学和个人因素以及职业因素而有所不同。
方法
2012年收集了来自美国13所经 purposively 抽样的医学院校的3100名女性教员的横断面调查数据。研究了参与者对导师在种族/民族、性别、个人和职业兴趣以及部门和机构方面相似性重要性的偏好。分析采用卡方检验和多变量有序逻辑模型。
结果
总体而言，受访者将拥有同部门和同机构的导师列为最重要。对于没有当前导师的人和高级教员来说，同部门和同机构的重要性较低，而对于亚洲教员来说则更为重要。相同的职业和个人兴趣对年长教员来说不太重要，而对仅拥有博士学位的人来说更重要。相同性别对黑人教员、讲师职级的教员以及没有当前指导的教员来说更为重要。总体而言，相同种族/民族被评为最不重要；然而，对于少数族裔、在美国出生的教员以及从未有过导师的人来说，它更为重要。
结论
根据对导师相似性类型赋予的重要程度所表明的导师偏好，在女性教员中各不相同。为了推进以良好的导师-学员匹配为特征的有效指导，作者针对在考虑女性教员多样化的导师偏好时在学术医学中使用的匹配策略提供了建议。
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