University of Michigan, Center for Health Outcomes and Policy, Ann Arbor, Michigan.
University of Michigan, Department of Surgery, Ann Arbor, Michigan.
Ann Surg. 2021 Mar 1;273(3):494-499. doi: 10.1097/SLA.0000000000004074.
We sought to gain a comprehensive understanding of the current methods for conflict resolution and the ways in which women surgeons would prefer workplace conflicts to be adjudicated.
Interprofessional workplace conflicts are poorly studied, particularly for women in surgery. These conflicts may negatively impact surgical team dynamic and be detrimental to patient safety. Moreover, workplace conflicts and their management are a proposed driver of decreased professional satisfaction and achievement. How women surgeons experience workplace conflicts and how these are managed remains unexplored.
We conducted 30 semi-structured interviews with women surgeons across the United States who had experienced workplace conflict that resulted in action by a nonphysician. Surgeons were diverse with respect to demographics, specialty, and institutional settings. Through thematic analysis using NVivo, we analyzed and reported patterns within the data.
Although the majority of women asserted resilience in how they engage with these situations, many also cited ways in which these events could better be adjudicated. Recommendations included (1) more direct conflict resolution, (2) more transparency in reporting processes, (3) greater opportunity to address complaints, (4) explicit policies for events that repeatedly result in workplace conflict, and (5) divorcing interpersonal complaints from patient safety reporting mechanisms.
This study motivates and informs best practices around adjudication of workplace conflict to help protect women surgeons and nonclinicians. Going forward, best practices should include more objective criteria for how conflicts are adjudicated. Continued efforts at an institutional level are needed to help mitigate inequities against women surgeons.
我们旨在全面了解当前解决冲突的方法，以及女性外科医生希望如何解决工作场所冲突。
跨专业的工作场所冲突研究甚少，尤其是针对外科医生中的女性。这些冲突可能会对手术团队的动态产生负面影响，并对患者安全造成危害。此外，工作场所冲突及其管理被认为是导致专业满意度和成就感下降的一个因素。女性外科医生如何经历工作场所冲突以及如何处理这些冲突仍未得到探索。
我们对全美 30 名经历过工作场所冲突并导致非医师采取行动的女性外科医生进行了半结构化访谈。外科医生在人口统计学、专业和机构背景方面存在多样性。通过使用 NVivo 的主题分析，我们对数据进行了分析和报告模式。
尽管大多数女性在处理这些情况时都表现出坚韧不拔的态度，但也有很多人提出了如何更好地解决这些事件的建议。建议包括（1）更直接的冲突解决方式，（2）报告流程更透明，（3）更多解决投诉的机会，（4）对反复导致工作场所冲突的事件制定明确政策，以及（5）将人际投诉与患者安全报告机制分开。
这项研究为解决工作场所冲突的裁决提供了动力和依据，以帮助保护女性外科医生和非临床医生。未来，最佳实践应包括更客观的冲突裁决标准。需要在机构层面上继续努力，以帮助减轻针对女性外科医生的不公平待遇。
