Sheridan Jennifer, Savoy Julia N, Kaatz Anna, Lee You-Geon, Filut Amarette, Carnes Molly
1 Women in Science & Engineering Leadership Institute (WISELI), University of Wisconsin-Madison , Madison, Wisconsin.
2 Wisconsin Center for Education Research, University of Wisconsin-Madison , Madison, Wisconsin.
J Womens Health (Larchmt). 2017 May;26(5):587-596. doi: 10.1089/jwh.2016.6022. Epub 2017 Apr 4.
Many studies find that female faculty in academic medicine, science, and engineering experience adverse workplace climates. This study longitudinally investigates whether department climate is associated with future research productivity and whether the associations are stronger for female than male faculty.
Two waves of a faculty climate survey, institutional grant records, and publication records were collected for 789 faculties in academic medicine, science, and engineering at the University of Wisconsin-Madison between 2000 and 2010. Research productivity was measured as Number of Publications and Number of Grants awarded, and department climate was measured with scales for professional interactions, department decision-making practices, climate for underrepresented groups, and work/life balance. Ordinary least squares and negative binomial regression methods were used to assess gender differences in productivity, influences of department climate on productivity, and gender differences in effects of climate on productivity.
Female faculty published fewer articles and were awarded fewer grants in the baseline period, but their productivity did not differ from male faculty on these measures in subsequent years. Number of Publications was positively affected by professional interactions, but negatively affected by positive work/life balance. Number of Grants awarded was positively affected by climate for underrepresented groups. These main effects did not differ by gender; however, some three-way interactions illuminated how different aspects of department climate affected productivity differently for men and women in specific situations.
In perhaps the first study to assess the longitudinal impact of department climate on faculty research productivity, positive department climate is associated with significantly greater productivity for all faculty-women and men. However, some positive aspects of climate (specifically, work/life balance) may be associated with lower productivity for some female faculty at specific career periods. These findings suggest that departments that wish to increase grants and publications would be wise to foster a positive workplace climate.
许多研究发现，学术医学、科学和工程领域的女性教员面临不利的工作环境。本研究纵向调查部门氛围是否与未来的研究生产力相关，以及这种关联对女性教员而言是否比男性教员更强。
2000年至2010年间，收集了威斯康星大学麦迪逊分校789名学术医学、科学和工程领域教员的两波教员氛围调查、机构资助记录和出版记录。研究生产力通过发表论文数量和获得资助数量来衡量，部门氛围通过专业互动量表、部门决策实践量表、弱势群体氛围量表和工作/生活平衡量表来衡量。使用普通最小二乘法和负二项回归方法来评估生产力方面的性别差异、部门氛围对生产力的影响以及氛围对生产力影响方面的性别差异。
在基线期，女性教员发表的文章较少，获得的资助也较少，但在随后几年，她们在这些指标上的生产力与男性教员并无差异。发表论文数量受到专业互动的积极影响，但受到积极的工作/生活平衡的负面影响。获得资助数量受到弱势群体氛围的积极影响。这些主要影响在性别上没有差异；然而，一些三向交互作用揭示了在特定情况下，部门氛围的不同方面如何对男性和女性的生产力产生不同影响。
在可能是第一项评估部门氛围对教员研究生产力纵向影响的研究中，积极的部门氛围与所有教员（包括女性和男性）显著更高的生产力相关。然而，氛围的一些积极方面（特别是工作/生活平衡）可能在特定职业阶段与一些女性教员较低的生产力相关。这些发现表明，希望增加资助和出版物数量的部门明智的做法是营造积极的工作氛围。
