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Changing the Culture of Academic Medicine: Critical Mass or Critical Actors?

机译:改变学术医学的文化:批判性分子还是批判性参与者?

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摘要

>Purpose: By 2006, women constituted 34% of academic medical faculty, reaching a critical mass. Theoretically, with critical mass, culture and policy supportive of gender equity should be evident. We explore whether having a critical mass of women transforms institutional culture and organizational change.>Methods: Career development program participants were interviewed to elucidate their experiences in academic health centers (AHCs). Focus group discussions were held with institutional leaders to explore their perceptions about contemporary challenges related to gender and leadership. Content analysis of both data sources revealed points of convergence. Findings were interpreted using the theory of critical mass.>Results: Two nested domains emerged: the individual domain included the rewards and personal satisfaction of meaningful work, personal agency, tensions between cultural expectations of family and academic roles, and women's efforts to work for gender equity. The institutional domain depicted the sociocultural environment of AHCs that shaped women's experience, both personally and professionally, lack of institutional strategies to engage women in organizational initiatives, and the influence of one leader on women's ascent to leadership.>Conclusions: The predominant evidence from this research demonstrates that the institutional barriers and sociocultural environment continue to be formidable obstacles confronting women, stalling the transformational effects expected from achieving a critical mass of women faculty. We conclude that the promise of critical mass as a turning point for women should be abandoned in favor of “critical actor” leaders, both women and men, who individually and collectively have the commitment and power to create gender-equitable cultures in AHCs.
机译:>目的:到2006年,女性占学术医学系的34%,达到临界水平。从理论上讲,在具有临界人数的情况下,支持性别平等的文化和政策应显而易见。我们探索拥有足够数量的妇女是否会改变机构文化和组织变革。>方法:对职业发展计划的参与者进行了采访,以阐明她们在学术健康中心(AHC)的经历。与机构领导人举行了焦点小组讨论,以探讨他们对与性别和领导力相关的当代挑战的看法。对两个数据源的内容分析都显示出收敛点。 >结果:出现了两个嵌套的领域:个人领域包括有意义的工作的回报和个人满意度,个人代理,家庭对文化期望与学术角色之间的紧张关系,妇女为实现性别平等所做的努力。制度领域描述了AHC的社会文化环境,它塑造了妇女的个人和职业经历,缺乏使妇女参与组织计划的体制策略,以及一位领导人对妇女提升领导力的影响。>结论:这项研究的主要证据表明,制度障碍和社会文化环境仍然是女性面临的巨大障碍,阻碍了达到关键数量的女教师所带来的变革影响。我们得出的结论是,应该抛弃临界点作为女性转折点的承诺,而应由男女的“关键演员”领导人来代替,她们各自和集体都有决心和力量在AHC中创造男女平等的文化。

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