Variability in Women Faculty's Preferences Regarding Mentor Similarity: A Multi-Institution Study in Academic Medicine
Variability in Women Faculty's Preferences Regarding Mentor Similarity: A Multi-Institution Study in Academic Medicine
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DOI：
10.1097/acm.0000000000001284
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发表时间：
2016-08-01
影响因子：
7.4
通讯作者：
Reede, Joan Y.
中科院分区：
文献类型：
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作者：
Carapinha, Rene;Ortiz-Walters, Rowena;Reede, Joan Y.
目的调查在学术医学领域女性教员最重要的导师相似性特征，并确定在当前和以前的指导、人口和个人因素以及职业因素的基础上，这种重要性在女性教员中是否存在差异。方法收集了2012年美国13所有目的抽样的医学院3100名女教员的横断面调查数据。研究了参与者在种族/民族、性别、个人和职业兴趣以及部门和机构方面关于导师相似性重要性的偏好。分析包括卡方检验和多变量有序逻辑模型。结果总的来说，受访者认为在同一部门和机构有导师是最重要的。对于那些没有现任导师的人和资深教员来说，相同的系和机构不那么重要，而对亚洲教员来说更重要。对于年长的教职员工来说，相同的职业和个人兴趣不那么重要，而对那些只有博士学位的人来说更重要。对于黑人教员、指导员级别的教员以及那些没有目前指导的教员来说，同性更加重要。总体而言，相同的种族/民族被评为最不重要的；然而，对于少数族裔、美国出生的教职员工和那些从未接受过导师的人来说，这更重要。结论根据导师相似性类型的重要性程度，不同的女性教职员工的导师偏好是不同的。为了促进以良好的导师-被辅导者匹配为特征的有效辅导，作者在考虑到女性教职员工不同的导师偏好时，就学术医学中使用的匹配策略提出了建议。
PurposeTo investigate which mentor-similarity characteristics women faculty in academic medicine rate most important and to determine whether this importance differs among women faculty on the basis of current and prior mentoring, demographic and personal factors, and career factors.MethodCross-sectional survey data from 3,100 women faculty at 13 purposively sampled U.S. medical schools were collected in 2012. The preferences of participants regarding the importance of mentor similarity in terms of race/ethnicity, gender, personal and career interests, and department and institution were studied. Analysis entailed chisquare tests and multivariable ordered logistic models.ResultsOverall, respondents ranked having a mentor in the same department and institution as most important. Same department and institution were less important for those without a current mentor and for senior faculty, and were more important for Asian faculty. Same career and personal interests were less important for older faculty and more important for those with a doctorate only. Same gender was more important for black faculty, faculty at the rank of instructor, and those without current mentoring. Overall, same race/ethnicity was rated least important; however, it was more important for racial-ethnic minorities, U.S.-born faculty, and those who had never had a mentor.ConclusionsMentor preferences, as indicated by level of importance assigned to types of mentor similarity, varied among women faculty. To advance effective mentoring, characterized by good mentor-mentee fit, the authors provide recommendations on matching strategies to be used in academic medicine when considering the diverse mentor preferences of women faculty.