Gender differences in resources and negotiation among highly motivated physician-scientists.

Background: 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.

Objective: This study explored gender differences in resources, negotiation behaviors, and negotiation outcomes in a sample of career development awardees.

Attitudes toward blinding of peer review and perceptions of efficacy within a small biomedical specialty.

Purpose: Peer reviewers' knowledge of author identity may influence review content, quality, and recommendations. Therefore, the International Journal of Radiation Oncology, Biology, Physics ("Red Journal") implemented double-blinded peer review in 2011. Given the relatively small size of the specialty and the high frequency of preliminary abstract presentations, we sought to evaluate attitudes, the efficacy of blinding, and the potential impact on the disposition of submissions.

Gender differences in time spent on parenting and domestic responsibilities by high-achieving young physician-researchers.

Background: Female physician-researchers do not achieve career success at the same rate as men. Differences in nonprofessional responsibilities may partially explain this gap.

Objective: To investigate the division of domestic labor by gender in a motivated group of early-career physician-researchers.

Sex, role models, and specialty choices among graduates of US medical schools in 2006-2008.

Background: Undergraduate education studies have suggested instructor sex can influence female students to pursue a discipline. We sought to evaluate a similar hypothesis in medical students.

Study Design: We obtained Association of American Medical Colleges (AAMC) data about the specialization of 2006-2008 graduates of US medical schools, the sex of their faculty and department chairs, and sex of residents in the residency programs in which they enrolled.

Mentoring and the career satisfaction of male and female academic medical faculty.

Purpose: To explore aspects of mentoring that might influence medical faculty career satisfaction and to discover whether there are gender differences.

Method: In 2010-2011, the authors surveyed 1,708 clinician-researchers who received (in 2006-2009) National Institutes of Health K08 and K23 awards, which provided mentoring for career development. The authors compared, by gender, the development and nature of mentoring relationships, mentor characteristics, extent of mentoring in various mentor roles, and satisfaction with mentoring.

Gender differences in salary in a recent cohort of early-career physician-researchers.

Purpose: Studies have suggested that male physicians earn more than their female counterparts. The authors examined whether this disparity exists in a recently hired cohort.

Method: In 2010-2011, the authors surveyed recent recipients of National Institutes of Health (NIH) mentored career development (i.

Work-life balance in academic medicine: narratives of physician-researchers and their mentors.

Background: Leaders in academic medicine are often selected from the ranks of physician-researchers, whose demanding careers involve multiple professional commitments that must also be balanced with demands at home.

Objective: To gain a more nuanced understanding of work-life balance issues from the perspective of a large and diverse group of faculty clinician-researchers and their mentors.

Design: A qualitative study with semi-structured, in-depth interviews conducted from 2010 to 2011, using inductive analysis and purposive sampling.

Batting 300 is good: perspectives of faculty researchers and their mentors on rejection, resilience, and persistence in academic medical careers.

Purpose: Professional rejection is a frequent experience in an academic medical career. The authors sought to understand how rejection affects those pursuing such careers and why some individuals may be more resilient than others in a population of individuals with demonstrated ability and interest in research careers.

Method: Between February 2010 and August 2011, the authors conducted semistructured, in-depth telephone interviews with 100 former recipients of National Institutes of Health mentored career development awards and 28 of their mentors.

Mentor networks in academic medicine: moving beyond a dyadic conception of mentoring for junior faculty researchers.

Purpose: Career development award programs often require formal establishment of mentoring relationships. The authors sought to gain a nuanced understanding of mentoring from the perspective of a diverse national sample of faculty clinician-researchers who were all members of formal mentoring relationships.

Method: Between February 2010 and August 2011, the authors conducted semistructured, in-depth telephone interviews with 100 former recipients of National Institutes of Health mentored career development awards and 28 of their mentors.

Gender differences in the salaries of physician researchers.

Context: It is unclear whether male and female physician researchers who perform similar work are currently paid equally.

Objectives: To determine whether salaries differ by gender in a relatively homogeneous cohort of physician researchers and, if so, to determine if these differences are explained by differences in specialization, productivity, or other factors.

Design And Setting: A US nationwide postal survey was sent in 2009-2010 to assess the salary and other characteristics of a relatively homogeneous population of physicians.

Similarities and differences in the career trajectories of male and female career development award recipients.

Purpose: To examine the careers of career development award recipients.

Method: In 2009, a postal survey was conducted of 818 recipients of K08 and K23 awards in 2000-2001 to examine career paths and personal characteristics.

Results: Of 589 respondents (72% response rate), 211 (35.