Centre for Medical Education, University of Dundee, Dundee, UK.
Centre for Healthcare Education Research and Innovation (CHERI), University of Aberdeen, Aberdeen, UK.
Med Educ. 2020 May;54(5):408-418. doi: 10.1111/medu.14151.
Recent studies suggest that traditional male-female differences may be changing in terms of what is valued in a medical career but there have been no studies directly quantifying the relationship between gender and stated career-related preferences. To address this gap, we examined the differences between male and female doctors in terms of the strength of their work-related preferences at the point of eligibility to enter residency or specialty training in the UK.
This was a quantitative study using a survey incorporating a discrete choice experiment (DCE). Respondents were asked a series of questions in which they had to choose between two or more scenarios, differing in terms of attributes. The attributes were: location; familiarity with specialty; culture of the working and learning environment; earnings; working conditions, and opportunities for professional development. The main outcome measure was willingness to accept compensation to forgo a desirable attribute within a training position. Conditional logistic regression models were run separately for males and females.
A total of 5005 out of 6890 (73%) Foundation Year 2 doctors completed the DCE. The relative value of each attribute was similar for males and females, with location most valued and familiarity with the specialty least valued. There was a pattern of female respondents valuing the move between the best and worst levels of each training attribute more than men, and significantly more than men in respect of the importance of working culture.
This study adds to existing knowledge in terms of quantifying gendered values in respect of training or residency preferences. That men value a supportive working culture significantly less than women is well established. However, our findings that location, working conditions and working culture are increasingly important to both men and women, suggests that traditional gender norms may be changing. This intelligence can inform gender-responsive workforce planning and innovation, and future research.
最近的研究表明，在医学职业中，传统的男女差异可能在重视的方面发生了变化，但尚无研究直接量化性别与职业相关偏好之间的关系。为了弥补这一空白，我们研究了英国有资格进入住院医师或专科培训的男性和女性医生在与工作相关的偏好强度方面的差异。
这是一项使用调查结合离散选择实验（DCE）的定量研究。受访者被问到一系列问题，他们必须在两个或更多场景之间做出选择，这些场景在属性方面有所不同。属性包括：地点；对专业的熟悉程度；工作和学习环境的文化；收入；工作条件和职业发展机会。主要观察指标是愿意接受补偿以放弃培训职位中的理想属性。对男性和女性分别进行条件逻辑回归模型分析。
共有 6890 名第二年住院医师中有 5005 名（73%）完成了 DCE。男性和女性对每个属性的相对价值相似，位置最有价值，对专业的熟悉程度最没有价值。女性受访者对每个培训属性的最佳和最差水平之间的变化的重视程度高于男性，并且在工作文化的重要性方面显著高于男性。
这项研究在量化培训或住院医师偏好方面的性别价值观方面增加了现有知识。男性对支持性工作文化的重视程度明显低于女性，这是众所周知的。然而，我们发现位置、工作条件和工作文化对男性和女性越来越重要，这表明传统的性别规范可能正在发生变化。这种情报可以为性别响应型劳动力规划和创新提供信息，并为未来的研究提供信息。
