Gender Differences in Attending Physicians' Feedback to Residents: A Qualitative Analysis

ABSTRACT Background Prior research has shown a gender gap in the evaluations of emergency medicine (EM) residents' competency on the Accreditation Council for Graduate Medical Education (ACGME) milestones, yet the practical implications of this are not fully understood. Objective To better understand the gender gap in evaluations, we examined qualitative differences in the feedback that male and female residents received from attending physicians. Methods This study used a longitudinal qualitative content analysis of narrative comments by attending physicians during real-time direct observation milestone evaluations of residents. Comments were collected over 2 years from 1 ACGME-accredited EM training program. Results In total, 1317 direct observation evaluations with comments from 67 faculty members were collected for 47 postgraduate year 3 EM residents. Analysis of the comments revealed that the ideal EM resident possesses many stereotypically masculine traits. Additionally, examination of a subset of the residents (those with 15 or more comments, n = 35) showed that when male residents struggled, they received consistent feedback from different attending physicians regarding aspects of their performance that needed work. In contrast, when female residents struggled, they received discordant feedback from different attending physicians, particularly regarding issues of autonomy and assertiveness. Conclusions Our study revealed qualitative differences in the kind of feedback that male and female EM residents received from attending physicians. The findings suggest that attending physicians should endeavor to provide male and female residents with consistent feedback and guard against gender bias in their perceptions of residents' capabilities.

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Gender in management: differences in male and female evaluations in leadership

Development in Learning Organizations An International Journal ◽

10.1108/dlo-11-2018-133 ◽

2018 ◽

Vol 32 (6) ◽

pp. 22-24

Author(s):

Kelly Dutton

Keyword(s):

Gender Bias ◽

Design Methodology ◽

Reading Time ◽

Career Progression ◽

Performance Ratings ◽

Male And Female ◽

Content Type ◽

Gender Perception ◽

Pertinent Information ◽

Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Gender equality is increasing; however, in the higher management levels of organizations, there persists a bias toward male management. Investigating how bosses and peers rated managers showed that males provide lower job evaluations than females, regardless of sex, but at the same time, male peers provided higher ratings toward their own gender. Bosses were indifferent to gender in their ratings. Affecting the evaluation could be factors of social homophily and interpersonal familiarity. Lower performance ratings and a gender bias could hold back female career progression and create an overall atmosphere of gender perception within the workplace. Practical implications The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

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KESADARAN GENDER YANG ISLAMI

Marwah Jurnal Perempuan Agama dan Jender ◽

10.24014/marwah.v13i2.892 ◽

2016 ◽

Vol 13 (2) ◽

pp. 253

Author(s):

Nurdeni Dahri

Keyword(s):

Gender Bias ◽

Gender Gap ◽

Cultural Construction ◽

Men And Women ◽

Male And Female ◽

Roles And Responsibilities ◽

Cultural Life ◽

Changing Times ◽

Biological Differences

Biological differences between men and women have in the implementation of social and cultural life. There has been a gender gap due to the multiplicity of interpretations of the notion of gender itself. In-depth research is needed to determine the cause of the gap, let alone Islam declared the doctrine that leads to gender bias. Based on the discussion in this paper is declared Gender division of roles and responsibilities between women and men as a result of socio-cultural construction of society, which can be changed according to the demands of the changing times. While sex (gender: male and female) are not changed and the nature of God. In the teachings of Islam there is no difference between women and men in all its aspects, distinguishing only charity and piety

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Predatory publishing through McCornarck’s information manipulation theory

Global Knowledge Memory and Communication ◽

10.1108/gkmc-07-2019-0078 ◽

2020 ◽

Vol 69 (4/5) ◽

pp. 331-339 ◽

Cited By ~ 1

Author(s):

Harry Kipkemoi Bett

Keyword(s):

Qualitative Content Analysis ◽

Academic Staff ◽

Journal Article ◽

Faculty Members ◽

Content Type ◽

Predatory Journals ◽

Information Manipulation ◽

Predatory Publishing ◽

Predatory Publishers ◽

Practical Implications

Purpose The purpose of this paper is to analyse how predatory journals use spam emails to manipulate potential authors. This has been done based on McCornack’s information manipulation theory (IMT). Generally, predatory publishing is on the increase globally but more pronounced in developing countries. Although it affects both young and seasoned scholars, inexperienced scholars and those ignorant on credible publishing are the most affected. Design/methodology/approach The current study through document analysis focuses on email invites from predatory journals sent to the author between June 2016 and December 2018 after publishing a peer-reviewed journal article. The resultant texts were analysed using a directed qualitative content analysis. Findings Findings indicate that the invites flouted all the four Gricean maxims (of quality, quantity, manner and relevance) as posited by IMT. This suggests that the spam mails sent to the author sought to manipulate potential authors to publish with predatory journals. Research limitations/implications This qualitative study focuses on email invites to the author which may not fully capture the manipulation by predatory journals. Practical implications It is important that scholars in developing contexts are aware of how predatory publishers seek to manipulate their victims. Universities and research institutions should be intentional in enlightening their academic staff on predatory journals and their characteristics. Similarly, universities should consider disincentivising their faculty members who publish in such platforms. Originality/value The originality in this study lies in its use of IMT to explain how predatory journals manipulate potentials authors.

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Gender stereotypes make it harder for professional women to network in Cyprus

Human Resource Management International Digest ◽

10.1108/hrmid-05-2018-0096 ◽

2018 ◽

Vol 26 (5) ◽

pp. 41-42

Keyword(s):

Gender Bias ◽

Gender Stereotypes ◽

Design Methodology ◽

Reading Time ◽

Professional Women ◽

Cultural Norms ◽

Male And Female ◽

Content Type ◽

Pertinent Information ◽

Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings The purpose of the study was to examine whether gender bias affects networking for females in Cyprus. The picture that emerged from the interviews confirmed Socratous’ feeling that Cypriot cultural norms were a barrier to female networking. Both the male and female participants came up with similar analysis of the problem. The author said that the study was important for companies in Cyprus that might be failing to promote the best people to higher positions. Practical implications The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

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Publishing In The Accounting Journals: Is There A Gender Bias?

Journal of Business & Economics Research (JBER) ◽

10.19030/jber.v2i4.2872 ◽

2011 ◽

Vol 2 (4) ◽

Author(s):

Kathryn M. Kimery ◽

Mark J. Mellon ◽

Shelley M. Rinehart

Keyword(s):

William Shakespeare ◽

Gender Bias ◽

Faculty Members ◽

Female Faculty ◽

Archival Data ◽

Font Size ◽

Male And Female ◽

Small Minority ◽

The World ◽

Research Findings

To publish or not to publish?… that is the question (adapted from William Shakespeare).  In the world of academe, the answer is short and sweet… publish or get out.  This rule holds true for both male and female faculty members, yet it is sometimes postulated that there may be some inconsistencies on how this rule applies across the genders.  This study focuses on whether male and female accounting academics have distinctive patterns of representation as authors in top ranked accounting journals. Archival data, consisting of author information and article information was collected for two journals, The Accounting Review and Journal Accounting Research.  Consistent with previous research findings, preliminary results suggest that females represent a disproportionately small minority of authors in both of these two top accounting journals.

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Gender Bias in Simulation-Based Assessments of Emergency Medicine Residents

Journal of Graduate Medical Education ◽

10.4300/jgme-d-18-00059.1 ◽

2018 ◽

Vol 10 (4) ◽

pp. 411-415 ◽

Cited By ~ 2

Author(s):

Jeffrey N. Siegelman ◽

Michelle Lall ◽

Lindsay Lee ◽

Tim P. Moran ◽

Joshua Wallenstein ◽

...

Keyword(s):

Emergency Medicine ◽

Medical Education ◽

Gender Bias ◽

Bayesian Regression ◽

Male And Female ◽

Assessment Scores ◽

Simulation Based ◽

Credible Intervals ◽

The Difference ◽

Region Of Practical Equivalence

ABSTRACT Background Gender-related disparities persist in medicine and medical education. Prior work has found differences in medical education assessments based on gender. Objective We hypothesized that gender bias would be mitigated in a simulation-based assessment. Methods We conducted a retrospective cohort study of emergency medicine residents at a single, urban residency program. Beginning in spring 2013, residents participated in mandatory individual simulation assessments. Twelve simulated cases were included in this study. Rating forms mapped milestone language to specific observable behaviors. A Bayesian regression was used to evaluate the effect of resident and rater gender on assessment scores. Both 95% credible intervals (CrIs) and a Region of Practical Equivalence approach were used to evaluate the results. Results Participants included 48 faculty raters (25 men [52%]) and 102 residents (47 men [46%]). The difference in scores between male and female residents (M = −0.58, 95% CrI –3.31–2.11), and male and female raters (M = 2.87, 95% CrI –0.43–6.30) was small and 95% CrIs overlapped with 0. The 95% CrI for the interaction between resident and rater gender also overlapped with 0 (M = 0.41, 95% CrI –3.71–4.23). Conclusions In a scripted and controlled system of assessments, there were no differences in scores due to resident or rater gender.

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Does Gender Impact Business Students Perceptions Of Teaching Effectiveness?

Journal of College Teaching & Learning (TLC) ◽

10.19030/tlc.v10i3.7933 ◽

2013 ◽

Vol 10 (3) ◽

pp. 167-178 ◽

Cited By ~ 7

Author(s):

Leon Korte ◽

Angeline Lavin ◽

Thomas Davies

Keyword(s):

Gender Bias ◽

Teacher Effectiveness ◽

Business School ◽

Teaching Effectiveness ◽

Business Students ◽

Female Students ◽

Faculty Members ◽

Male And Female ◽

Bias In Ratings ◽

Gender Based

While there are certainly differences ofopinion regarding teaching effectiveness, the goal of this study is toinvestigate whether there is consistency or differences in opinion based on thegender of the student doing the evaluation of the instructor or the gender ofthe instructor being evaluated. Thispaper summarizes the gender-based findings from a survey administered tostudents in fall 2011 at a mid-sized Association to Advance Collegiate Schoolsof Business International (AACSB International) accredited Midwesternuniversity business school. Thirty-fivetraits were presented for evaluation. Thefindings of this study suggest that there are differences between female andmale student ratings of teacher effectiveness.Females in general tend to rate teachers higher overall in terms ofteaching effectiveness. Furthermore,there are specific traits that appear to be more important to females, andother specific traits which appear to be more important to males. This study provides strong evidence thatthere are systematic differences between male and female students in terms of theirperceptions of the teaching traits they find important and how they rateinstructors of each gender. It isimportant that faculty members and especially administrators are aware of thepotential for gender bias in ratings of teacher effectiveness. Men and women have different perceptions. Male and female students are different, andthey perceive differences between male and female faculty members.

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Why Choose Cardiothoracic Surgery as a Career?

The Heart Surgery Forum ◽

10.1532/hsf98.20101117 ◽

2011 ◽

Vol 14 (3) ◽

pp. 142 ◽

Cited By ~ 2

Author(s):

Raja R. Gopaldas ◽

Faisal G. Bakaeen ◽

Danny Chu ◽

Joseph S. Coselli ◽

Denton A. Cooley

Keyword(s):

Technological Progress ◽

Artery Bypass ◽

Cardiothoracic Surgery ◽

Faculty Members ◽

New Graduates ◽

The Future ◽

Cardiac Surgeon ◽

The Right ◽

Cardiac Surgeons ◽

The Ideal

The future of cardiothoracic surgery faces a lofty challenge with the advancement of percutaneous technology and minimally invasive approaches. Coronary artery bypass grafting (CABG) surgery, once a lucrative operation and the driving force of our specialty, faces challenges with competitive stenting and poor reimbursements, contributing to a drop in applicants to our specialty that is further fueled by the negative information that members of other specialties impart to trainees. In the current era of explosive technological progress, the great diversity of our field should be viewed as a source of excitement, rather than confusion, for the upcoming generation. The ideal future cardiac surgeon must be a "surgeon-innovator," a reincarnation of the pioneering cardiac surgeons of the "golden age" of medicine. Equipped with the right skills, new graduates will land high-quality jobs that will help them to mature and excel. Mentorship is a key component at all stages of cardiothoracic training and career development. We review the main challenges facing our specialty�length of training, long hours, financial hardship, and uncertainty about the future, mentorship, and jobs�and we present individual perspectives from both residents and faculty members.

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Comparative assessment of average clinical smile parameters in male and female patients with orthognathic occlusion

Periodontology ◽

10.33925/1683-3759-2020-25-2-121-126 ◽

2020 ◽

Vol 25 (2) ◽

pp. 121-126

Author(s):

V. G. Galonsky ◽

N. V. Tarasova ◽

V. V. Aliamovskii ◽

I. S. Leonovich

Keyword(s):

Sexual Dimorphism ◽

Male And Female ◽

Young Males ◽

Young Females ◽

Female Patients ◽

Evaluation Of Parameters ◽

Distinguishing Features ◽

Vertical Size ◽

Relative Concept ◽

The Ideal

Relevance. Separate issues in anthropomorphic sizes of relative norm of the ideal smile, its qualitative and qualitative parameters have not been addressed to sufficiently and are not properly reflected in scientific literature.Purpose. To determine distinguishing features in average smile parameters of the smile in male and female patients with orthognathic occlusion.Materials and methods. A clinical and anthropometric evaluation of parameters in main smile types was carried out for 150 young males and 150 young females aged 19-24 who had identical physiological development parameters.Results. It has been revealed that occurrence frequency of main smile types in patients with orthognathic occlusion has pronounced signs of sexual dimorphism which in over one half of the cases lies in predominance of the incisal smile type in males (52.7%) and the fascial type in females (55.3%). Occurence frequency of the cervical smile type totaled 25% among the studied patients of both genders. Average vertical size parameters in the incisal smile lies within the diapason of 3.91-4.91mm with surpassing by 1mm in males. Analogical data for the fascial smile type form the diapason of 6.21-6.73mm with surpassing by 0.52mm in females. The cervical smile type is characterised by larger vertical size forming the diapason of 7.94-8.91mm with surpassing by 0.97mm in males.Conclusion. The results of the study have shown that the “beautiful and ideal smile” is a relative concept having varied anthropometric characteristics and pronounced signs of sexual dimorphism lying in a broad spectrum of the dentofacial system norm notion with specific vectors for individual morphological deviations.

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Perceived workplace gender-bias and psychological impact

European Journal of Training and Development ◽

10.1108/ejtd-09-2018-0088 ◽

2019 ◽

Vol 43 (3/4) ◽

pp. 339-353 ◽

Cited By ~ 2

Author(s):

Siham Lekchiri ◽

Cindy Crowder ◽

Anna Schnerre ◽

Barbara A.W. Eversole

Keyword(s):

Gender Bias ◽

Critical Incident ◽

Psychological Impact ◽

Working Women ◽

Content Type ◽

Treatment Bias ◽

Male Dominated ◽

The Impact ◽

Organizational Mechanisms ◽

Practical Implications

Purpose The purpose of this paper is to explore the experiences of working women in a male-dominated country (Morocco) and unveil the unique challenges and everyday gender-bias they face, the psychological impact of the perceived gender-bias and, finally, identify a variety of coping strategies or combatting mechanisms affecting their motivation and retention in the workplace. Design/methodology/approach Empirical evidence was obtained using a qualitative research method. The Critical Incident Technique (CIT) was used to collect incidents recalled by women in the select institution reflecting their perceptions of their managers’ ineffective behaviors towards them and the impact of these behaviors. The critical incidents were inductively coded, and behavioral statements were derived from the coded data. Findings The qualitative data analysis led them to structure the data according to two theme clusters: The perceived gender-bias behaviors (Covert and evident personal and organizational behaviors) and Psychological impacts resulting from the perceived bias. These behavioral practices included abusive behaviors, unfair treatment, bias and lack of recognition. The psychological impact elements involved decreased productivity, depression, anxiety and low self-esteem. Practical implications Understanding these experiences can facilitate the identification of strategies geared towards the retention of women in the workforce, and Moroccan organizations can develop and implement strategies and policies that are geared towards eliminating gender-bias in the workplace and to retaining and motivating women who remain ambitious to work in male-dominated environments and cultures. Originality/value This paper provides evidence that sufficient organizational mechanisms to support women in male-dominated environments are still unavailable, leaving them to find the proper coping mechanisms to persevere and resist.

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