Relation of Family Responsibilities and Gender to the Productivity and Career Satisfaction of Medical Faculty

Carr, Phyllis L.; Ash, Arlene S.; Friedman, Robert H.; Scaramucci, Amy; Barnett, Rosalind C.; Szalacha, Laura; Palepu, Anita; Moskowitz, Mark A.

doi:10.7326/0003-4819-129-7-199810010-00004

Cited by 396 publications

(332 citation statements)

References 17 publications

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“…6,7 According to the Association of American Medical Colleges (AAMC), in 2007-2008, women accounted for 34% of all medical faculty and 17% of full professors. Although women have comprised >30% of medical students for nearly three decades 8 and much has been written on the disproportionate lack of advancement of women physicians into senior and leadership positions, [9][10][11][12] the AAMC data indicate that women are achieving leadership positions in the top echelons of academic medicine in unprecedented numbers. Of all departments in academic medical centers (AMCs) 12% are now led by women (vs. 6% in 1998) and only 6 of 126 AMCs remain with no women chairs.…”

Section: Introductionmentioning

confidence: 99%

A Qualitative Study of Faculty Members' Views of Women Chairs

Isaac

Griffin

Carnes

2010

Journal of Women's Health

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Background: Concurrent with the evolving role of the department chair in academic medicine is the entry of women physicians into chair positions. Because implicit biases that stereotypically masculine behaviors are required for effective leadership remain strong, examining faculty members' perceptions of their chair's leadership in medical school departments with women chairs can provide insight into the views of women leaders in academic medicine and the complex ways in which gender may impact these chairs' leadership style and actions. Methods: We conducted semistructured interviews with 13 male and 15 female faculty members representing all faculty tracks in three clinical departments chaired by women. Inductive, qualitative analysis of the subsequent text allowed themes to emerge across interviews. Results: Four themes emerged regarding departmental leadership. One dealt with the leadership of the previous chair. The other three described the current chair's characteristics (tough, direct, and transparent), her use of communal actions to help support and mentor her faculty, and her ability to build power through consensus. Because all three chairs were early in their tenure, a wait and see attitude was frequently expressed. Faculty generally viewed having a woman chair as an indication of positive change, with potential individual and institutional advantages. Conclusions: This exploratory study suggests that the culture of academic medicine has moved beyond questioning women physicians' competence to lead once they are in top organizational leadership positions. The findings are also consonant with experimental research indicating that women leaders are most successful when they pair stereotypic male (agentic) behaviors with stereotypic female (communal) behaviors. All three chairs exhibited features of a transformational leadership style and characteristics deemed essential for effective leadership in academic medicine.

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Section: Introductionmentioning

confidence: 99%

A Qualitative Study of Faculty Members' Views of Women Chairs

Isaac

Griffin

Carnes

2010

Journal of Women's Health

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“…While this may be hard to explain, this phenomenon may suggest attitudinal issues as a strong determinant for success. This is because women in employment tend to perform in one aspect to the detriment of the other (Carr, Ash, Friedman, Scaramucci, Barnett, Szalacha, Palepu, Moskowitz, 1998). Studies have however affirmed a strong relationship between work preferences and attitudes (Hakim, 2001); however, studies have equally added that attitudes towards work are a combination of many factors ranging from educational attainment, their ethnic and social background, their employment record and age all play important roles in attitudes (Kangas and Rostgaard, 2007).…”

Section: Another Respondentmentioning

confidence: 98%

Employment, Motherhood and Wellbeing: A Discourse on the Trio within Public Organisations in Southwest Nigeria

Omotosho

2017

GENEROS

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African women in public service experience some issues in their bid to juggle between their jobs and parenting; however, not much is available within the literature to explain these dynamics. This study seeks to document this by understanding their experiences, the coping strategies adopted and the implications on the respondents’ wellbeing and that of their children. For quantitative data, a total number of one hundred and sixty questionnaires were purposively administered to mothers with infants working within the selected organizations and complemented with twenty in-depth interview schedules. Findings: a majority (40.0 percent) of the respondents were aged 31-40 years. About 73.0 percent claimed their challenges include how to combine paid employment with motherhood while 26 .9 percent attributed it to finance. Respondents mentioned that their children experience diarrhoea and malaria (22.2 percent), loss of appetite and weakness (23.1 percent) while they are away to work. On the part of the mothers, 62.3 percent claimed that their major challenges are stress and in ability to focus on their work. Respondents further argued that child spacing (7.5 percent) and support from husband (17.5 percent) are part of their coping mechanisms. Working mothers need a more conducive atmosphere for career development and parenting.

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“…Female physicians may be more influenced by nonmedical factors such as child care responsibilities, and these responsibilities may limit their desire or ability to take on more work, particularly if it is time-consuming. 25 Alternatively, men and women physicians may have different ideas about procedures in general. Other studies have found that female graduates of family medicine training programs do fewer complex procedures in their practice than do male graduates.…”

Section: Discussionmentioning

confidence: 99%

Primary care physicians’ decisions to perform flexible sigmoidoscopy

et al. 1999

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OBJECTIVE:This study was designed to identify factors that influence primary care physicians' willingness to perform flexible sigmoidoscopy. MEASUREMENTS:Using a mailed questionnaire, we surveyed all 161 primary care physicians participating in a large health care system. We obtained information on training, current practice patterns, beliefs about screening for colorectal cancer, and the influence of various factors on their decision whether or not to perform flexible sigmoidoscopy in practice. MAIN RESULTS:Of the 131 physicians included in the analysis, 68 (52%) reported training in flexible sigmoidoscopy, of whom 36 (53%) were currently performing flexible sigmoidoscopy in practice. Time required to perform flexible sigmoidoscopy, availability of adequately trained staff, and availability of flexible sigmoidoscopy services provided by other clinicians were identified most often as reasons not to perform the procedure in practice. Male physicians were more likely than female physicians to report either performing flexible sigmoidoscopy or desiring to train to perform flexible sigmoidoscopy (odds ratio 2.61; 95% confidence interval 1.10, 6.23). This observed difference appears to be mediated through different weighting of decision criteria by male and female physicians. CONCLUSIONS:Approximately half of these primary care physicians trained in flexible sigmoidoscopy chose not to perform this procedure in practice. Self-perceived inefficiency in performing office-based flexible sigmoidoscopy deterred many of these physicians from providing this service for their patients. C olorectal cancer is the third most commonly diagnosed cancer for both men and women in the United States and the second most common cause of cancerrelated deaths. 1 Several studies have suggested that screening sigmoidoscopy reduces mortality from colorectal cancer, 2-4 and numerous medical societies recommend routine screening with flexible sigmoidoscopy. 5-9 However, current estimates suggest that there are too few gastroenterologists in the United States to provide all of the recommended screening flexible sigmoidoscopies and follow-up colonoscopies. 10 As a result, primary care physicians have been identified as a source of manpower to fill this gap.Unfortunately, many primary care physicians are not trained to perform flexible sigmoidoscopy or do not perform flexible sigmoidoscopy despite being trained. Previous studies suggest that only 23% to 67% of primary care physicians routinely perform flexible sigmoidoscopy as part of their practice. 11-13 Furthermore, it is unclear how physicians choose whether or not to perform flexible sigmoidoscopy as part of their practice. The few studies addressing this issue suggest that the physicians' training, gender, and practice location influence this decision. A survey of members of the American Academy of Family Physicians demonstrated that physicians who were board certified, had more recently completed training, and practiced in smaller communities were more likely to perform flexible sigmoidosc...

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Relation of Family Responsibilities and Gender to the Productivity and Career Satisfaction of Medical Faculty

Cited by 396 publications

References 17 publications

A Qualitative Study of Faculty Members' Views of Women Chairs

A Qualitative Study of Faculty Members' Views of Women Chairs

Employment, Motherhood and Wellbeing: A Discourse on the Trio within Public Organisations in Southwest Nigeria

Primary care physicians’ decisions to perform flexible sigmoidoscopy

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