The Influence of Gender on ProfessionalismFemale in Trainees.
- Author:
Jae Hee AHN
1
Author Information
1. Department of Medical Education, Yonsei University College of Medicine, Seoul, Korea. ajh@yuhs.ac
- Publication Type:Original Article
- Keywords:
Women physicians;
Prejudice;
Work and life balance;
Gender conflict
- MeSH:
Appointments and Schedules;
Child;
Child Care;
Female;
Femininity;
Humans;
Male;
Parental Leave;
Parents;
Physicians, Women;
Prejudice;
Retention (Psychology);
Schools, Medical;
Ursidae
- From:Korean Journal of Medical Education
2012;24(2):153-162
- CountryRepublic of Korea
- Language:Korean
-
Abstract:
PURPOSE: This study aimed to analyze the experience of female trainees who were trained in hospitals after graduating from medical school, focusing on methods of representing their gender in training courses. METHODS: We interviewed 8 trainees who had been trained in a hospital in Seoul and 4 faculties from June 2010 to October 2010. We analyzed their similarities and differences and developed a vocational identity formation process to represent gender. RESULTS: Gender was represented contradictorily in their training course, affecting their choice of specialties and interactions with patients. But, female trainees did not want to their being distinguished from their male counterparts with regard to being a good doctor to be influenced by meritocracy. It was difficult for them to bear children and balance work and family life due to aspects of the training system, including long work hours and the lack of replacement workers. Consequently, they asked their parents to help with child care, because hospitals are not interested in the maternity system. Female trainees did not consider being a doctor to be a male profession. Likely, they believed that their femininity influenced their professionalism positively. CONCLUSION: The methods of representing gender are influenced by the training system, based a male-dominated apprenticeship. Thus, we will research the mechanisms that influence gender-discriminated choices in specialties, hospitals, and medical schools and prepare a maternity care system for female trainees. Strategies that maximize recruitment and retention of women in medicine should include a consideration of alternative work schedules and optimization of maternity leave and child care opportunities.
