Shimbo Mai, Nakayama Atsuko, Fukue Noriko, Nishizaki Fumie, Matsumoto Chisa, Noma Satsuki, Ohno-Urabe Satoko, Kamiya Chizuko A, Kanki Sachiko, Ide Tomomi, Izawa Hideo, Taniguchi Tatsunori, Kobayashi Yoshio
Department of Cardiovascular Medicine, The University of Tokyo, Tokyo, Japan.
Department of Computational Diagnostic Radiology and Preventive Medicine, The University of Tokyo, Tokyo, Japan.
PLoS One. 2025 Jan 10;20(1):e0317029. doi: 10.1371/journal.pone.0317029. eCollection 2025.
Training opportunities, work satisfaction, and the factors that influence them according to gender and subspecialties are understudied among Japanese cardiologists.
We investigated the career development of Japanese cardiologists with an e-mail questionnaire. Feelings of inequality in training opportunities, work dissatisfaction, and reasons were assessed by examining the cardiologists' gender and invasiveness of subspecialties.
Responses were received from 2,566 cardiologists. Female cardiologists were underrepresented in invasive subspecialties compared to males (14.2% vs. 85.8%, p<0.0001). In both invasive and non-invasive subspecialties, female cardiologists felt more inequality in training opportunities than males (invasive: 50.0% vs. 36.2%, non-invasive: 41.6% vs. 30.9%, p<0.001, respectively) and were less satisfied with their work (invasive: 26.0% vs. 18.3%, non-invasive: 24.7% vs. 14.7%, p = 0.001, respectively). Although female cardiologists in invasive subspecialties did not feel significantly more inequal and dissatisfied than those in non-invasive subspecialties (p = 0.063 and p = 0.758, respectively), male cardiologists in invasive subspecialties felt more inequal and dissatisfied than those in non-invasive subspecialties (p = 0.015 and p = 0.040, respectively). Female cardiologists were more influenced by gender bias and family issues for inequality in training opportunities (p = 0.0001, respectively), whereas male cardiologists were likely to be affected by specifications of belonging hospitals. Both genders felt dissatisfied when their expectations were unmet and they were overworked.
Female cardiologists felt more inequality regarding training opportunities and dissatisfaction with career development than male cardiologists in both the invasive and non-invasive subspecialties. Diversity support is warranted for achieving satisfying career course regardless of gender and subspecialty.
在日本心脏病专家中，培训机会、工作满意度以及按性别和亚专业划分的影响因素研究不足。
我们通过电子邮件问卷调查了日本心脏病专家的职业发展情况。通过考察心脏病专家的性别和亚专业的侵入性，评估培训机会不平等感、工作不满意感及原因。
共收到2566名心脏病专家的回复。与男性相比，女性心脏病专家在侵入性亚专业中的占比过低（14.2%对85.8%，p<0.0001）。在侵入性和非侵入性亚专业中，女性心脏病专家比男性更感到培训机会不平等（侵入性：50.0%对36.2%，非侵入性：41.6%对30.9%，p均<0.001）且对工作更不满意（侵入性：26.0%对18.3%，非侵入性：24.7%对14.7%，p = 0.001）。尽管侵入性亚专业中的女性心脏病专家并不比非侵入性亚专业中的女性心脏病专家明显更感到不平等和不满意（p分别为0.063和0.758），但侵入性亚专业中的男性心脏病专家比非侵入性亚专业中的男性心脏病专家更感到不平等和不满意（p分别为0.015和0.
