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Organizational climate and family life: how these factors affect the status of women faculty at one medical school.
Acad Med. 2009 Jan; 84(1):87-94.AM

Abstract

PURPOSE

To compare men and women faculty's family situations and perceptions of organizational climate.

METHOD

In 2005, the authors sent an electronic survey to full-time faculty at the University of Minnesota Medical School to assess their perceptions of professional relationships, mentoring, obstacles to satisfaction, policies, circumstances that contribute to departure, gender equality, family situations, and work life.

RESULTS

Of 615 faculty, 354 (57%) responded. Women and men were equally productive and worked similar total hours. Women were less likely to have partners/spouses, were more likely to have partners/spouses who were employed, and devoted more time to household tasks. Compared with men, women reported more experience with obstacles to career success and satisfaction and with circumstances that contribute to departure. More women than men perceived that they were expected to represent the perspective of their gender, that they were constantly under scrutiny by colleagues, that they worked harder than colleagues worked in order to be perceived as legitimate, and that there were "unwritten rules" and bias against women. Few faculty reported overt discrimination; however, more women than men perceived gender discrimination in promotion, salary, space/resources, access to administrative staff, and graduate student/fellow assignment.

CONCLUSIONS

Work-life and family-life factors served as obstacles to satisfaction and retention of the women faculty studied. Many of these factors reflect challenges attributable to subtle gender bias and the intersection of work and family life. The authors provide examples showing that medical schools can implement policy changes that support faculty who must balance work and family responsibilities. Identification and elimination of gender bias in areas such as promotion, salary, and resource allocation is essential.

Authors+Show Affiliations

Office of Faculty Affairs, University of Minnesota Medical School, and Postsecondary Education Research Institute, University of Minnesota, Minneapolis, Minnesota 55455, USA. sholl008@umn.eduNo affiliation info availableNo affiliation info availableNo affiliation info available

Pub Type(s)

Comparative Study
Journal Article

Language

eng

PubMed ID

19116483

Citation

Shollen, S Lynn, et al. "Organizational Climate and Family Life: How These Factors Affect the Status of Women Faculty at One Medical School." Academic Medicine : Journal of the Association of American Medical Colleges, vol. 84, no. 1, 2009, pp. 87-94.
Shollen SL, Bland CJ, Finstad DA, et al. Organizational climate and family life: how these factors affect the status of women faculty at one medical school. Acad Med. 2009;84(1):87-94.
Shollen, S. L., Bland, C. J., Finstad, D. A., & Taylor, A. L. (2009). Organizational climate and family life: how these factors affect the status of women faculty at one medical school. Academic Medicine : Journal of the Association of American Medical Colleges, 84(1), 87-94. https://doi.org/10.1097/ACM.0b013e3181900edf
Shollen SL, et al. Organizational Climate and Family Life: How These Factors Affect the Status of Women Faculty at One Medical School. Acad Med. 2009;84(1):87-94. PubMed PMID: 19116483.
* Article titles in AMA citation format should be in sentence-case
TY - JOUR T1 - Organizational climate and family life: how these factors affect the status of women faculty at one medical school. AU - Shollen,S Lynn, AU - Bland,Carole J, AU - Finstad,Deborah A, AU - Taylor,Anne L, PY - 2009/1/1/entrez PY - 2009/1/1/pubmed PY - 2009/1/14/medline SP - 87 EP - 94 JF - Academic medicine : journal of the Association of American Medical Colleges JO - Acad Med VL - 84 IS - 1 N2 - PURPOSE: To compare men and women faculty's family situations and perceptions of organizational climate. METHOD: In 2005, the authors sent an electronic survey to full-time faculty at the University of Minnesota Medical School to assess their perceptions of professional relationships, mentoring, obstacles to satisfaction, policies, circumstances that contribute to departure, gender equality, family situations, and work life. RESULTS: Of 615 faculty, 354 (57%) responded. Women and men were equally productive and worked similar total hours. Women were less likely to have partners/spouses, were more likely to have partners/spouses who were employed, and devoted more time to household tasks. Compared with men, women reported more experience with obstacles to career success and satisfaction and with circumstances that contribute to departure. More women than men perceived that they were expected to represent the perspective of their gender, that they were constantly under scrutiny by colleagues, that they worked harder than colleagues worked in order to be perceived as legitimate, and that there were "unwritten rules" and bias against women. Few faculty reported overt discrimination; however, more women than men perceived gender discrimination in promotion, salary, space/resources, access to administrative staff, and graduate student/fellow assignment. CONCLUSIONS: Work-life and family-life factors served as obstacles to satisfaction and retention of the women faculty studied. Many of these factors reflect challenges attributable to subtle gender bias and the intersection of work and family life. The authors provide examples showing that medical schools can implement policy changes that support faculty who must balance work and family responsibilities. Identification and elimination of gender bias in areas such as promotion, salary, and resource allocation is essential. SN - 1938-808X UR - https://www.unboundmedicine.com/medline/citation/19116483/Organizational_climate_and_family_life:_how_these_factors_affect_the_status_of_women_faculty_at_one_medical_school_ L2 - http://dx.doi.org/10.1097/ACM.0b013e3181900edf DB - PRIME DP - Unbound Medicine ER -