Female Physicians: Balancing Career and Family

Verlander, Glese

doi:10.1176/appi.ap.28.4.331

Cited by 62 publications

(62 citation statements)

References 25 publications

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“…Considering part-time work, performing less procedures, reducing travel time, working close to home, taking family leave, taking summers off, and involving extended family in childcare could ease our journey [2]. Changes in the working environment such as extended maternity leave arrangements, childcare within the institution with flexible hours, or different tracks for promotion may be reasonable alternatives to attract and retain women in academic medicine.…”

Section: Discussionmentioning

confidence: 99%

“…Balancing family with career takes energy, flexibility, and learning to deal with unpredictability. It requires patience with one's own limits and imperfections [2,[11][12][13][14][15][16][17][18][19]. At the end it is all worth it; we can thrive as women in academic gastroenterology and have a fulfilling life.…”

Section: Discussionmentioning

confidence: 99%

“…When we dreamt about the ''house full of children,'' we failed to consider the rigors and risks inherent in pursuing a career that included attending medical school and completing internal medicine residency, postgraduate training, and gastroenterology fellowship. We also failed to take into account that professional women in many families remain responsible for the majority of domestic and child-related duties [2]. Furthermore, medical institutions remain oriented toward traditional families of the past, rather than today's dual-career family or single parent [2].…”

Section: Balancing Family and Careermentioning

confidence: 99%

“…We also failed to take into account that professional women in many families remain responsible for the majority of domestic and child-related duties [2]. Furthermore, medical institutions remain oriented toward traditional families of the past, rather than today's dual-career family or single parent [2]. Alternative models including job-sharing or creative scheduling are not commonly offered at most organizations.…”

Section: Balancing Family and Careermentioning

confidence: 99%

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Women Gastroenterologists in Academic Medicine: Tradition Versus Transition

2016

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Most women experience childhood dreams of being a grownup, with a pretty house with a white picket fence and children running around. That same little girl wanted to be a doctor; she grew up and had to face the reality that life is more complex than her dreams and that being a female gastroenterologist in this era is a multifaceted endeavor. Gastroenterology as a specialty offers the opportunity to provide long-term care to our patients and enjoy the technical aspects of endoscopy and other procedures. Until as recently as 1990, fewer than 5% of gastroenterologists were women, possibly due to the perception at the time that the practice of gastroenterology was associated with long and irregular hours, frequent night call, harsh physical strength, and quite frankly, working with aesthetically challenging bodily emanations. Recently, when more women started to consider gastroenterology as a subspecialty, there was also increased interest by women in technology, a gender shift that may reflect changes in women's places in society. Nevertheless, since gastroenterology remains a physically and intellectually demanding subspecialty, conflicts between personal and career goals arise as women transition from fellowship to practice. It is expected that as women struggle to balance family and career, the discovery of new approaches to traditional women's contributions toward academic gastroenterology and career pathways is warranted.

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Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

Section: Balancing Family and Careermentioning

confidence: 99%

Section: Balancing Family and Careermentioning

confidence: 99%

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Women Gastroenterologists in Academic Medicine: Tradition Versus Transition

2016

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“…Physicians' wellness indicators should be incorporated into the evaluation of health care systems [3] and gain the attention of policy and decision makers. Boundaries between work and personal spheres are essential in promoting work-life balance among physicians [4] , but these limits are difficult to create, especially for female physicians [5,6] . The proportion of female physicians has increased considerably during the last 30 years, especially among family physicians [7] .…”

Section: Introductionmentioning

confidence: 99%

Latent gender inequalities in the well-being of physicians according to payment method for practicing medicine: a cross-sectional study

Peña-Sánchez

Lepnurm

Bermedo-Carrasco

2013

JHA

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Background: Female physicians face extra challenges in their career development and tend to choose salary or other forms of alternative payment plans (APP). Fee-for-service (FFS) and APP may affect the well-being of female and male physicians differently. Three measures of well-being are: levels of career satisfaction, professional equity, and daily distress. The objectives are to identify differences in the levels of career satisfaction, fulfillment-recognition equity, and daily distress of physicians by gender and payment method, and to assess interactions between these two factors. Methods:A cross-sectional study was conducted in 2011 with physicians practicing in the Saskatoon Health Region, Saskatchewan, Canada. Resident physicians were excluded from the study. Eligible physicians completed a survey, assessing levels of daily distress, fulfillment-recognition equity, and career satisfaction as dependent variables. A multivariate analysis of variance (MANOVA), using the Wilks' Lambda criterion, was conducted to study differences among the dependent variables by remuneration method and gender. Multiple comparisons were performed as post-hoc tests.Results: Nearly half (382) of the 794 eligible physicians completed the questionnaire; 37.2% were female. Half were remunerated by FFS, a quarter by APP, and the remainder by blended forms. Career satisfaction and fulfillmentrecognition equity were positively correlated to each other and daily distress was negatively correlated with both. According to the MANOVA results, the dependent variables were affected by gender but not by payment method, and there was no evidence of an interaction effect between payment method and gender. Women reported lower levels of career satisfaction (p=0.01) and fulfillment-recognition equity (p=0.01), and higher levels of daily distress (p=0.03). Conclusion:Female physicians reported poorer well-being than male physicians. In contrast, no differences in the well-being were found among physicians paid by APP, blended methods, and FFS schemes. Further cross-national studies are recommended to study potential effects of APP on the identified gender inequalities.

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Exploring Resources, Life-Balance and Well-Being of Women Who Work in a Global Context

Gervais¹,

Millear²

2016

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the material is concerned, specifi cally the rights of translation, reprinting, reuse of illustrations, recitation, broadcasting, reproduction on microfi lms or in any other physical way, and transmission or information storage and retrieval, electronic adaptation, computer software, or by similar or dissimilar methodology now known or hereafter developed. The use of general descriptive names, registered names, trademarks, service marks, etc. in this publication does not imply, even in the absence of a specifi c statement, that such names are exempt from the relevant protective laws and regulations and therefore free for general use.

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Female Physicians: Balancing Career and Family

Cited by 62 publications

References 25 publications

Women Gastroenterologists in Academic Medicine: Tradition Versus Transition

Women Gastroenterologists in Academic Medicine: Tradition Versus Transition

Latent gender inequalities in the well-being of physicians according to payment method for practicing medicine: a cross-sectional study

Exploring Resources, Life-Balance and Well-Being of Women Who Work in a Global Context

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