The Evolution of Gender and Motherhood in Contemporary Medicine

Abstract

In this article, the author endeavors to clarify the shifting nature of gender and motherhood for women physicians. She examines trends in the gender gap in marriage, divorce, childbearing, work hours, and earnings. The author draws on data from the 1990 and 2000 U.S. decennial censuses and data spanning 1991 to 1997 from the Survey of the Practice Patterns of Young Physicians. Compared with women in the general population, the trends for women physicians have been favorable. Women physicians are more likely to marry and less likely to divorce than are other women. Among employed physicians, gender differences in earnings and work hours are also narrowing slightly. Nevertheless, a gap is growing between female physicians with children and childless women doctors, and a small but growing percentage of young physician mothers are electing to forgo labor force participation entirely. Thus, young physician mothers still suffer significant professional sacrifice.

Work Environment and "Opt-Out" Rates at Motherhood Across High-Education Career Paths

“…Why would women with very high ζ invest in a graduate degree? 14 Given this likely direction of sorting, because the mean value of ζ will be higher among women who choose family-friendly jobs, their post-children distribution of h * will lie to the left of the distribution among women we observe in non-family-friendly environments. Thus for a given value of h min , all else equal, women who choose familyfriendly jobs should be more likely to leave the labor force at motherhood.…”

Work Environment and "Opt-Out" Rates at Motherhood Across High-Education Career Paths

“…Why would women with very high ζ invest in a graduate degree? 14 Given this likely direction of sorting, because the mean value of ζ will be higher among women who choose family-friendly jobs, their post-children distribution of h * will lie to the left of the distribution among women we observe in non-family-friendly environments. Thus for a given value of h min , all else equal, women who choose familyfriendly jobs should be more likely to leave the labor force at motherhood.…”

Predicting medical specialists’ working (long) hours: testing a contemporary career model

“…The perceived support for work-life balance, also known as 'work-home culture', refers to 'the degree to which the culture of an organization supports and values the integration of employees' work and family lives, according to the employee' (Dikkers et al, 2007;Thompson, Beauvais, & Lyness, 1999, p. 394). The organizational culture in academic hospitals is characterized by long working hours and a tremendous call upon specialists' private lives (Boulis, 2004;Heiligers & Hingstman, 2000). Research has indicated that workers experience lower levels of work-home interference in a more supportive work-home culture (e.g.…”

Survey of Annual Paid Leave Acquisition of Hospital Physicians in Japan (2015)

“…However, there has been almost no sociological research or study on the annual leave acquisition of physicians. In recent years, among the sociological studies on the labor of doctors there have been a few, such as a study that focused on the way of working of female doctors (Boulis 2004, Boulis and Jacobs 2008, Nakamura 2010, and also a study on the types of employment of doctors and the internal structure of the industry (Nakano 1996), etc., but it can be said that there is almost no sociological research focused on annual leave acquisition and the working hours of doctors.…”

Work Environment and "Opt-Out" Rates at Motherhood Across High-Education Career Paths

“…Why would women with very high ζ invest in a graduate degree? 14 Given this likely direction of sorting, because the mean value of ζ will be higher among women who choose family-friendly jobs, their post-children distribution of h * will lie to the left of the distribution among women we observe in non-family-friendly environments. Thus for a given value of h min , all else equal, women who choose familyfriendly jobs should be more likely to leave the labor force at motherhood.…”

Predicting medical specialists’ working (long) hours: testing a contemporary career model

“…The perceived support for work-life balance, also known as 'work-home culture', refers to 'the degree to which the culture of an organization supports and values the integration of employees' work and family lives, according to the employee' (Dikkers et al, 2007;Thompson, Beauvais, & Lyness, 1999, p. 394). The organizational culture in academic hospitals is characterized by long working hours and a tremendous call upon specialists' private lives (Boulis, 2004;Heiligers & Hingstman, 2000). Research has indicated that workers experience lower levels of work-home interference in a more supportive work-home culture (e.g.…”

Survey of Annual Paid Leave Acquisition of Hospital Physicians in Japan (2015)

“…However, there has been almost no sociological research or study on the annual leave acquisition of physicians. In recent years, among the sociological studies on the labor of doctors there have been a few, such as a study that focused on the way of working of female doctors (Boulis 2004, Boulis and Jacobs 2008, Nakamura 2010, and also a study on the types of employment of doctors and the internal structure of the industry (Nakano 1996), etc., but it can be said that there is almost no sociological research focused on annual leave acquisition and the working hours of doctors.…”

Work Environment and "Opt-Out" Rates at Motherhood Across High-Education Career Paths

“…Why would women with very high ζ invest in a graduate degree? 14 Given this likely direction of sorting, because the mean value of ζ will be higher among women who choose family-friendly jobs, their post-children distribution of h * will lie to the left of the distribution among women we observe in non-family-friendly environments. Thus for a given value of h min , all else equal, women who choose familyfriendly jobs should be more likely to leave the labor force at motherhood.…”

Predicting medical specialists’ working (long) hours: testing a contemporary career model

“…The perceived support for work-life balance, also known as 'work-home culture', refers to 'the degree to which the culture of an organization supports and values the integration of employees' work and family lives, according to the employee' (Dikkers et al, 2007;Thompson, Beauvais, & Lyness, 1999, p. 394). The organizational culture in academic hospitals is characterized by long working hours and a tremendous call upon specialists' private lives (Boulis, 2004;Heiligers & Hingstman, 2000). Research has indicated that workers experience lower levels of work-home interference in a more supportive work-home culture (e.g.…”

Survey of Annual Paid Leave Acquisition of Hospital Physicians in Japan (2015)

“…However, there has been almost no sociological research or study on the annual leave acquisition of physicians. In recent years, among the sociological studies on the labor of doctors there have been a few, such as a study that focused on the way of working of female doctors (Boulis 2004, Boulis and Jacobs 2008, Nakamura 2010, and also a study on the types of employment of doctors and the internal structure of the industry (Nakano 1996), etc., but it can be said that there is almost no sociological research focused on annual leave acquisition and the working hours of doctors.…”