Gender Differences in Resources and Negotiation Among Highly Motivated Physician-Scientists
Gender Differences in Resources and Negotiation Among Highly Motivated Physician-Scientists
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DOI：
10.1007/s11606-014-2988-5
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发表时间：
2015-04-01
影响因子：
5.7
通讯作者：
Jagsi, Reshma
中科院分区：
文献类型：
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作者：
Holliday, Emma;Griffith, Kent A.;Jagsi, Reshma
资源，包括空间、设备、资金、人员和受保护的时间，对于学术医疗事业至关重要。谈判通常在这些资源的分配中发挥着关键作用。本研究以职业发展获奖者为样本，探讨了资源、谈判行为和谈判结果方面的性别差异。对 1,708 名临床医生-研究人员进行了邮寄调查，其中 1,275 名做出了答复（答复率为 75%）。在 2006 年至 2009 年间获得 NIH K08 或 K23 奖项的研究人员。我们分析了资源、谈判行为和谈判结果方面的性别差异。谈判结果，使用根据种族、K 奖类型、K 奖年份、学位、学术排名、专业和机构资金进行调整的回归模型。超过五分之一的受访者表示无法获得研究空间，三分之一的人要求增加空间或设备。对这些物质资源充足性的感知并没有因性别而存在显着差异，但与男性相比，更多女性（分别为 26.9%；p = 0.002 和 43.4%；p = 0.025）表示无法获得赠款管理人员（34.8%）和统计支持（49.9%）。女性更有可能要求减少就诊时间（24.1% vs. 19.3%；p = 0.02），并对不公平待遇提出担忧（50.2% vs. 38.2%；p < 0.001）。总体而言，42.9% 的女性和 35.9% 的男性在调查前的两年内要求加薪 (p = 0.09)，在那些要求增加资源的人中，请求获得批准的可能性在性别上没有显着差异。许多职业发展奖获得者报告了资源需求，并就增加资源进行了谈判。即使在这批 K 获奖者中，对获得研究支持人员的感知也存在性别差异。机构应提供适当的谈判培训，并确保资源的充分和公平分配，以促进学术成功。
Resources, including space, equipment, funding, personnel, and protected time, are essential in academic medical careers. Negotiation often plays a key role in the distribution of these resources.This study explored gender differences in resources, negotiation behaviors, and negotiation outcomes in a sample of career development awardees.Postal survey of a cohort of 1,708 clinician-researchers with responses from 1,275 (75 % response rate).Researchers who received NIH K08 or K23 awards between 2006 and 2009.We analyzed gender differences in resources, negotiation behaviors, and negotiation outcomes, using regression models adjusted for race, K award type, K award year, degree, academic rank, specialty, and institutional funding.Over one-fifth of respondents reported inadequate access to research space and one-third had asked for increased space or equipment. Perceived adequacy of these physical resources did not differ significantly by gender, but a higher proportion of women reported inadequate access to grants administrators (34.8 %) and statistical support (49.9 %) than men (26.9 %; p = 0.002 and 43.4 %; p = 0.025, respectively). Women were more likely to have asked for reduction in clinical hours (24.1 % vs. 19.3 %; p = 0.02) and to have raised concerns about unfair treatment (50.2 % vs. 38.2 %; p < 0.001). Overall, 42.9 % of women and 35.9 % of men asked for a raise in the two years preceding the survey (p = 0.09), and among those who had asked for increased resources, the likelihood that the request was granted did not differ significantly by gender.Many career development award recipients report resource needs and negotiate for increased resources. Gender differences in perceived access to research support personnel exist even in this select cohort of K awardees. Institutions should provide appropriate training in negotiation and ensure adequate and equitable distribution of resources to promote academic success.