Sadeghpour Mona, Sung Sarah M, Jacobe Heidi, Kimball Alexa B
University of Colorado Denver - Anschutz Medical Campus, Aurora, CO, United States.
The Polyclinic, Department of Dermatology, Seattle, WA, United States.
Int J Womens Dermatol. 2019 Oct 25;6(1):25-29. doi: 10.1016/j.ijwd.2019.09.004. eCollection 2020 Jan.
A positive correlation between leadership roles and job satisfaction has been noted in some areas of business. Since senior leaders in academic dermatology appear to be more satisfied than their junior colleagues, a similar relationship may be important in dermatology.
To determine if there is an association between leadership roles and career satisfaction of academic dermatologists.
A cross-sectional, anonymous survey was mailed to 1263 academic dermatologists across the US. Participants were questioned on demographics and career satisfaction. Academic rank and position was compared with career satisfaction.
The leadership cohort was comprised of 140 (77%) men and 41 (23%) women (p < 0.01). Leaders were significantly more satisfied in their careers than non-leaders (65% versus 36%, p < 0.01), and were also less likely to leave academia. Factors related to career satisfaction included satisfaction with the promotion process (p < 0.01), presence of career development programs (p < 0.02), physician health (p < 0.01), and the ability to achieve balance in one's personal and professional lives (p = 0.01). Our analysis also demonstrated a gender gap within the leadership sector, with female leaders reporting less satisfaction overall with their career (44% versus 71%, p < 0.01), with the tenure/promotion process at their institutions (89% vs. 68%, respectively, p < 0.01), as well as their personal and professional balance (49% vs. 80%, p < 0.01) compared to their male leaders counterparts respectively. However, there was no difference in the likelihood of leaving academia between male and female leaders.
Academic leaders overall had higher career satisfaction than non-leaders, and were more likely to stay within academia. Despite this, patterns of gender disparities in the academic dermatology leadership persist with males outnumbering females in the leadership pool, and male leaders reporting higher levels of satisfaction compared to their female counterparts, as well as perceiving fewer challenges in finding balance between their personal and professional lives.
在一些商业领域，领导角色与工作满意度之间存在正相关关系。由于学术皮肤科的高级领导者似乎比初级同事更满意，类似的关系在皮肤科可能也很重要。
确定学术皮肤科医生的领导角色与职业满意度之间是否存在关联。
向美国1263名学术皮肤科医生邮寄了一份横断面匿名调查问卷。参与者被询问了人口统计学和职业满意度情况。将学术职称和职位与职业满意度进行比较。
领导群体包括140名（77%）男性和41名（23%）女性（p<0.01）。领导者在职业上的满意度明显高于非领导者（65%对36%，p<0.01），并且离开学术界的可能性也较小。与职业满意度相关的因素包括对晋升过程的满意度（p<0.01）、职业发展项目的存在（p<0.02）、医生健康状况（p<0.01）以及在个人和职业生活中实现平衡的能力（p=0.01）。我们的分析还表明，领导部门存在性别差距，女性领导者总体上对其职业的满意度较低（44%对71%，p<0.01），对所在机构的任期/晋升过程的满意度较低（分别为89%对68%，p<0.01），以及个人和职业平衡方面的满意度较低（49%对80%，p<0.01），与男性领导者相比。然而，男性和女性领导者离开学术界的可能性没有差异。
学术领导者总体上比非领导者有更高的职业满意度，并且更有可能留在学术界。尽管如此，学术皮肤科领导中的性别差异模式仍然存在，领导群体中男性多于女性，男性领导者报告的满意度高于女性同行，并且在个人和职业生活之间找到平衡方面面临的挑战更少。
