Wendling Andrea, Paladine Heather L, Hustedde Carol, Kovar-Gough Iris, Tarn Derjung M, Phillips Julie P
Michigan State University College of Human Medicine, East Lansing, MI.
Columbia University Vagelos School of Physicians and Surgeons, Center for Family and Community Medicine, New York, NY.
Fam Med. 2019 Oct 4;51(9):742-749. doi: 10.22454/FamMed.2019.773836. Epub 2019 Aug 26.
Adequate parental leave policies promote a supportive workplace environment. This study describes how US family medicine (FM) residency program parental leave policies compare to reported leave taken by residents and faculty.
This is a descriptive study of questions from a 2017 Council of Academic Medicine Educational Research Alliance (CERA) survey of accredited US FM program directors.
The overall survey response rate was 54.6% (261/478). Paid maternity leave policies varied widely (0 to >12 weeks; mean=5.3 weeks for faculty and 4.5 weeks for residents); paid paternity leave ranged from 0 to 12 weeks (mean=2.7 weeks for faculty and 2.4 weeks for residents). Some FM programs reported offering residents (29.1%) and faculty (28.5%) no paid maternity leave; 37.2% offered residents and 40.4% offered faculty no paid paternity leave. Both female and male faculty took significantly less leave than was offered (maternity leave: faculty 0.6 weeks less, P<.01; residents 0.5 weeks less, P<.01; paternity leave: faculty 1.6 weeks less, P<.01; residents 0.6 weeks less, P<.01). The amount of paid and total maternity and paternity leave surrendered by residents was strongly correlated with the amount surrendered by faculty in the same program (correlation coefficients 0.46-0.87, P<.01). Residents in smaller programs, and programs with a rural focus, surrendered more parental leave.
Programs vary widely in their parental leave offerings, and FM residents and faculty frequently take less parental leave than offered. As the amount of leave taken by residents and faculty at the same institution is correlated, institutional culture may contribute to parental leave use.
适当的育儿假政策有助于营造支持性的工作场所环境。本研究描述了美国家庭医学（FM）住院医师培训项目的育儿假政策与住院医师和教职员工实际休假情况的对比。
这是一项描述性研究，基于2017年学术医学教育研究联盟（CERA）对美国经认可的FM项目主任的调查问题展开。
总体调查回复率为54.6%（261/478）。带薪产假政策差异很大（0至>12周；教职员工平均为5.3周，住院医师平均为4.5周）；带薪陪产假为0至12周（教职员工平均为2.7周，住院医师平均为2.4周）。一些FM项目报告称，不给住院医师（29.1%）和教职员工（28.5%）提供带薪产假；37.2%的项目不给住院医师提供带薪陪产假，40.4%的项目不给教职员工提供带薪陪产假。女性和男性教职员工实际休假时间均明显少于政策规定的时间（产假：教职员工少休0.6周，P<0.01；住院医师少休0.5周，P<0.01；陪产假：教职员工少休1.6周，P<0.01；住院医师少休0.6周，P<0.01）。同一项目中，住院医师放弃的带薪产假和陪产假总量与教职员工放弃的量密切相关（相关系数为0.46 - 0.87，P<0.01）。规模较小的项目以及以农村为重点的项目中的住院医师放弃的育儿假更多。
各项目提供的育儿假差异很大，FM住院医师和教职员工实际休的育儿假往往比政策规定的少。由于同一机构中住院医师和教职员工的休假量相关，机构文化可能会影响育儿假的使用情况。
