Department of Surgery, Mayo Clinic, Rochester, MN.
Division of Colon and Rectal Surgery, Mayo Clinic, Rochester, MN.
Surgery. 2022 Sep;172(3):885-889. doi: 10.1016/j.surg.2022.04.032. Epub 2022 May 25.
Studies report higher burnout in women faculty surgeons compared to men. However, few studies have examined underlying mechanisms for these gendered differences. Gendered differences in microaggression experiences may explain part of the relationship between gender and burnout. We aimed to investigate the relationship between gender, gendered microaggressions, and burnout and test the hypothesis that microaggressions contribute to the relationship between gender and burnout.
In this 2021 study, a survey was distributed to surgical faculty at 7 institutions. Variables included gender identity, race, average hours worked recently, the Oldenburg Burnout Inventory, and a modified Racial and Ethnic Microaggressions Scale to assess gendered microaggressions. To assess the relationship between surgical faculty gender and burnout, and if this relationship could be explained by microaggressions, a mediation model was tested.
A total of 109 participants (40% female) completed the survey and were included in analysis. The hypothesized indirect effect of gender on burnout (M = 2.70/5, SD = 0.81), through gender-based microaggressions (M = 1.7/5, SD = 1.9), was significant, B = -0.25, SE B = 0.09, confidence interval (-0.44 to -0.09): women surgeons reported higher levels of gendered microaggressions, which predicted higher levels of burnout. The overall model was significant (R = .16, F[6,102] = 3.33, P < .01). Race, specialty, hours worked, and years of experience were all not significant in the model.
Gendered microaggressions mediate the relationship between gender and burnout, providing a potential mechanism for the higher rates of burnout in women surgeons evident in prior research. These multi-institutional data provide a focus for targeted initiatives that could decrease both burnout rates and the impact of gender bias on surgical faculty.
研究报告显示，女性外科教员的职业倦怠发生率高于男性。然而，很少有研究探讨这些性别差异的潜在机制。性别微侵犯经历的差异可能部分解释了性别与倦怠之间的关系。我们旨在研究性别、性别微侵犯与倦怠之间的关系，并检验微侵犯对性别与倦怠关系的影响这一假设。
在这项 2021 年的研究中，向 7 家机构的外科教员发放了一份调查问卷。变量包括性别认同、种族、最近平均工作时间、奥尔登堡职业倦怠量表（Oldenburg Burnout Inventory）和改良的种族和民族微侵犯量表（Racial and Ethnic Microaggressions Scale），以评估性别微侵犯。为了评估外科教员的性别与倦怠之间的关系，以及这种关系是否可以通过微侵犯来解释，我们测试了一个中介模型。
共有 109 名参与者（40%为女性）完成了调查并纳入分析。性别对倦怠（M=2.70/5，SD=0.81）的假设间接效应，通过基于性别的微侵犯（M=1.7/5，SD=1.9），是显著的，B=-0.25，SE B=0.09，置信区间（-0.44 至-0.09）：女性外科医生报告了更高水平的性别微侵犯，这预测了更高水平的倦怠。总体模型是显著的（R=0.16，F[6,102]=3.33，P<0.01）。种族、专业、工作时间和工作年限在模型中均不显著。
性别微侵犯中介了性别与倦怠之间的关系，为先前研究中女性外科医生更高的倦怠率提供了一个潜在机制。这些多机构数据为有针对性的举措提供了重点，这些举措可能会降低倦怠率和性别偏见对外科教员的影响。
