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首页> 外文期刊>Journal of women’s health >Organizational Context and Female Faculty's Perception of the Climate for Women in Academic Medicine
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Organizational Context and Female Faculty's Perception of the Climate for Women in Academic Medicine

机译：组织背景和女性教师对学术医学中妇女气候的感知

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Purpose: Gender inequalities in the careers of faculty in academic medicine could partially be attributed to an organizational climate that can exclude or be nonsupportive of women faculty. This study explores the climate for women faculty from a systems perspective at the organizational and individual levels based on the perceptions of women faculty. Race differences were also investigated. Materials and Methods: Cross-sectional survey data from women faculty (N=3127) at 13 purposively sampled medical schools and an institutional assessment of organizational characteristics were used. Organizational factors related to the climate for women were identified using bivariate statistics. The association between perceived climate for women and organizational characteristics, individual perceptions of the work environment and individual career, and personal characteristics with control variables were investigated using hierarchical linear regression models. Organizational effects by race/ethnicity were estimated using interaction terms. Results: The climate for women faculty varied across institutions and by classification as minority-serving institutions (MSIs). Respondent's report of existence of an office for women's affairs, trust in leadership, and satisfaction with mentoring were positively associated with the climate for women. Perceived workplace discrimination and work-family conflict were inversely associated with a positive climate. No race/ethnicity differences were observed in the multivariable analysis. Conclusions: The climate for women faculty in academic medicine should not be regarded constant across organizations, specifically between MSIs and non-MSIs. Efforts to advance a positive climate for women could focus on improving trust in leadership, increasing support for structures/offices for women, and mitigating perceived discrimination and work-family conflict.
机译：目的：学术医学院职业生涯中的性别不平等可能部分归因于可以排除或不支持妇女学院的组织气候。本研究根据对妇女教师的看法，探讨了来自组织和个人水平的系统视角的妇女学院的气氛。还调查了种族差异。材料和方法：使用了13名武器采样的医学院（N = 3127）的横断面调查数据，并使用了对组织特征的制度评估。使用Bifariate统计确定与妇女气候有关的组织因素。使用分层线性回归模型研究了对妇女和组织特征的感知气候和组织特征，对工作环境和个人职业的个人观念以及具有控制变量的个人特征。使用互动条款估计种族/种族的组织效果。结果：跨国公司的妇女教师气候各种各样地，作为少数民族服务机构（MSIS）。被答复的妇女事务办公室存在的报告，对领导力的信任以及与指导的满意度与妇女气候有关。感知工作场所歧视和工作 - 家庭冲突与积极的气候相比。在多变量分析中没有观察到种族/种族差异。结论：在学术医学中的妇女学院的气氛不应在组织中持续持续，特别是在MSIS和非MSI之间。努力推进妇女积极气氛可以专注于改善领导力的信任，增加对妇女的结构/办公室的支持，以及减轻感知歧视和工作 - 家庭冲突。

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