1 Department of Anesthesiology, Office of Faculty Affairs, Medical College of Wisconsin , Milwaukee, Wisconsin.
2 Educational Psychology, University of Wisconsin-Milwaukee , Milwaukee, Wisconsin.
J Womens Health (Larchmt). 2018 Mar;27(3):324-332. doi: 10.1089/jwh.2017.6457. Epub 2017 Oct 19.
The Association of American Medical Colleges reports continued low rates of female faculty as professors and in leadership positions. While attrition and discrimination have both been proposed as explanations, recent literature has suggested that women's professional motivations, ingrained behavior, and perceptions of organizational support may also play a role.
The authors employed a series of scales informed by the turnover theory (which predicts intent to leave an organization), previously validated and used in business and engineering studies, but rarely used in academic medicine. The authors proposed and tested a multiple regression model to assess predictors (role strain, work-life balance, and organizational climate) for three outcome variables: seeking promotion, seeking leadership, and intent to leave.
Survey results from 614 faculty members indicated that gender significantly influenced both promotion and leadership seeking, but not intent to leave. Perceived work-family conflict was negatively correlated with leadership seeking for women, but not for men. Positive views of organizational support and commitment were associated with promotion seeking and persistence for all participants. Role strain was positively correlated with desire for promotion and leadership, as well as with intent to leave.
Female faculty may not be leaning in to promotion and leadership roles because of increased role conflict, work-life concerns, and organizational factors; this seems to be more of a factor for female clinical rather than research faculty. Work-family conflict affects male and female faculty differently and should be addressed in efforts to retain faculty and to remove barriers for female faculty seeking leadership opportunities.
美国医学院协会报告称，女性教职员工担任教授和领导职位的比例仍然很低。虽然人员流失和歧视都被认为是解释原因，但最近的文献表明，女性的职业动机、根深蒂固的行为和对组织支持的看法也可能起到一定作用。
作者采用了一系列基于离职理论（用于预测离开组织的意图）的量表，这些量表已在商业和工程研究中得到验证和使用，但在学术医学中很少使用。作者提出并测试了一个多元回归模型，以评估三个结果变量（寻求晋升、寻求领导职位和离职意图）的预测因素（角色紧张、工作-生活平衡和组织氛围）。
对 614 名教职员工的调查结果表明，性别显著影响晋升和领导职位的寻求，但不影响离职意图。女性的工作-家庭冲突感与领导职位的寻求呈负相关，而男性则没有。对组织支持和承诺的积极看法与所有参与者的晋升寻求和坚持有关。角色紧张与晋升和领导职位的渴望以及离职意图呈正相关。
女性教职员工可能不会积极寻求晋升和领导职位，原因是角色冲突、工作-家庭问题和组织因素的增加；这似乎对临床教职员工的影响大于研究教职员工。工作-家庭冲突对男性和女性教职员工的影响不同，在努力留住教职员工和为寻求领导机会的女性教职员工消除障碍时，应予以重视。
