Increasing women's motivation to embark on and succeed in the surgical career.

提高女性从事外科事业并取得成功的动力。

• 批准号: ES/J020818/1
• 负责人: Michelle Ryan
• 金额: $ 5.99万
• 依托单位: UNIVERSITY OF EXETER
• 依托单位国家: 英国
• 项目类别: Research Grant
• 财政年份: 2012
• 资助国家: 英国
• 起止时间: 2012 至 无数据
• 项目状态: 已结题
• 来源: https://gtr.ukri.org/projects?ref=ES%2FJ020818%2F1
• 关键词: Increasing; women; motivation; embark; succeed

This proposal seeks support for Peters and Ryan to partner with the Royal College of Surgeons (RCS) and Scalpel (the UK's largest undergraduate surgical society) to translate their previous ESRC-funded research into a package of Women in Surgery (WIS) interventions designed to boost women's motivation to embark on and succeed in a surgical career. This intervention is both timely and essential for the long-term wellbeing of the UK public. First, by increasing women's surgical career motivation the interventions promise to redress the systematic underrepresentation of women in surgery. While women now dominate UK medical schools they are far less likely than male colleagues to pursue a career in surgery and even less likely to qualify as consultants. Second, by encouraging the women who increasingly dominate the undergraduate talent pool to pursue and succeed in a surgical career, the interventions will ensure the UK public has access to the surgical skills that it requires. The UK is currently experiencing a shortage of surgeons and the rapidly aging population will exacerbate this problem. Third, by increasing women's motivation the interventions will reduce NHS costs associated with the high turnover of capable female trainees. The WIS interventions are a direct application of Peters and Ryan's recent research which revealed that identity-based processes account for women's lower levels of career motivation in high status occupations. Specifically, the research demonstrates that women are likely to perceive that they do not fit in with the stereotypically masculine image that defines high status occupations like surgery. Importantly, this perceived lack of identity fit reduces women's motivation to pursue the occupation in the first place; and amongst those who have already embarked on this occupation, it reduces their motivation to succeed and increases their inclination to 'opt-out'. We seek to apply these findings in a package of interventions designed and run in collaboration with the RCS and Scalpel. The interventions seek to target women's surgical career motivation using a three-ponged approach that consists of (a) a seminar series, (b) a platform of multimedia resources and (c) a programme of intervention evaluation. The WIS Seminar Series will target medical students and surgical trainees at top UK conferences to disseminate knowledge about the role of identity-fit dynamics in the motivation of women. The Seminar Series will also directly bolster women's perception of identity fit by increasing the visibility of female surgical role models who challenge perceptions that surgeons are, or need to be, only a particular kind of person. The interventions will be reinforced by ensuring the conference is a gender-sensitive environment where key organisations are given the opportunity to communicate their commitment to diversity. One key seminar will be presented at a medical educators conference and will focus on the dissemination of knowledge so that those who are best placed to monitor and manage the surgical career pipeline understand the issues and are empowered to institute their own interventions. To ensure that the dissemination and intervention components of the Seminar Series can be directed towards a national audience on an ongoing basis, the series will be complemented by a platform of multimedia resources including a WIS Vodcast, WIS Seminar Series Website and a WIS Support Network. Finally, an evaluation programme will accompany the interventions to document their effectiveness at increasing the motivation of seminar attendees (versus non-attendees), both immediately and in the months following the intervention. Where possible indicative behavioural information will be gathered. This will inform future seminars, ensure that the RCS and Scalpel implement best practise to increase the presence of women in surgery and to inform future research.

该提案寻求支持 Peters 和 Ryan 与皇家外科医生学院 (RCS) 和 Scalpel（英国最大的本科外科学会）合作，将他们之前由 ESRC 资助的研究转化为一揽子女性外科手术 (WIS) 干预措施，旨在提高女性踏上外科职业生涯并取得成功的动力。这种干预对于英国公众的长期福祉既及时又至关重要。首先，通过提高女性外科手术职业动机，这些干预措施有望纠正外科手术中女性代表性不足的问题。虽然女性现在在英国医学院占主导地位，但她们从事外科职业的可能性远低于男性同事，甚至更不可能获得顾问资格。其次，通过鼓励越来越多地在本科人才库中占据主导地位的女性追求外科手术职业并取得成功，这些干预措施将确保英国公众能够获得所需的外科技能。英国目前正面临外科医生短缺的问题，而人口迅速老龄化将加剧这一问题。第三，通过提高女性的积极性，这些干预措施将降低因有能力的女性学员流动率较高而产生的 NHS 成本。 WIS 干预措施是 Peters 和 Ryan 最近研究的直接应用，该研究表明，基于身份的过程是女性在高地位职业中职业动机较低的原因。具体来说，研究表明，女性可能认为她们不符合定义外科手术等高地位职业的刻板男性形象。重要的是，这种身份认同的缺乏首先降低了女性从事该职业的动力；对于那些已经开始从事这一职业的人来说，这降低了他们成功的动力，并增加了他们“选择退出”的倾向。我们寻求将这些发现应用到与 RCS 和 Scalpel 合作设计和运行的一揽子干预措施中。这些干预措施旨在通过三管齐下的方法来瞄准女性的外科职业动机，该方法包括（a）研讨会系列、（b）多媒体资源平台和（c）干预评估计划。 WIS 研讨会系列将针对英国顶级会议上的医学生和外科实习生，传播有关身份契合动态在女性激励中的作用的知识。该研讨会系列还将通过提高女性外科榜样的知名度来直接增强女性对身份契合的看法，这些榜样挑战了外科医生只是或需要成为特定类型的人的看法。将通过确保会议是一个对性别问题敏感的环境来加强干预措施，让主要组织有机会传达其对多样性的承诺。一场重要的研讨会将在医学教育者会议上举行，重点是知识传播，以便那些最有能力监测和管理外科职业渠道的人了解这些问题，并有权制定自己的干预措施。为了确保系列研讨会的传播和干预部分能够持续面向全国受众，该系列将得到多媒体资源平台的补充，包括 WIS 视频播客、WIS 研讨会系列网站和 WIS 支持网络。最后，干预措施将伴随一项评估计划，以记录干预措施在立即和干预后几个月内提高研讨会参加者（相对于未参加者）积极性的有效性。在可能的情况下，将收集指示性行为信息。这将为未来的研讨会提供信息，确保 RCS 和 Scalpel 实施最佳实践，以增加女性参与手术的比例，并为未来的研究提供信息。

项目成果

Marines, medics, and machismo: lack of fit with masculine occupational stereotypes discourages men's participation.

海军陆战队、医务人员和大男子主义：与男性职业刻板印象不相符阻碍了男性的参与。

• DOI: 10.1111/bjop.12106
• 发表时间: 2015
• 期刊: 1953)
• 作者: Peters K

To Belong or Not to Belong Evidence That Women's Occupational Disidentification is Promoted by Lack of Fit With Masculine Occupational Prototypes

• DOI: 10.1027/1866-5888/a000067
• 发表时间: 2012-01-01
• 期刊: JOURNAL OF PERSONNEL PSYCHOLOGY
• 影响因子: 1.6
• 作者: Peters, Kim;Ryan, Michelle;Fernandes, Helen
• 通讯作者: Fernandes, Helen

Handbook of Research on Promoting Women's Careers

促进妇女职业研究手册

• DOI: 10.4337/9780857938961.00015
• 发表时间: 2013
• 作者: Peters K