Number Of Female Physicians Research Articles

Exploring the gender gap in neurosurgery: A cross-sectional analysis of preresidency publications among neurosurgery residents.

While the number of female physicians has increased since the 1970s, there continues to be a lack of female surgeons compared to their male counterparts, with the gender gap more prominent in surgical subspecialties such as neurosurgery. While surgical subspecialities have accelerated initiatives to close the gap, potential disparities in research opportunities may position women at a disadvantage, particularly in neurosurgery, where academic publications are an indicator of residency match success. In this paper, we sought to investigate whether gender disparities exist in preresidency neurosurgery publications among current neurosurgery residents. The present study selected residency programs from the top 25 neurology and neurosurgery hospitals in US News & World Report's 2022 Ranking. A database of neurosurgery residents and their publications was created using PubMed, neurosurgery residency program websites, and supplementary search. Articles published between the time of birth and December 31st of the year of graduation (medical degree) were used to determine publications before residency. Our research indicates that 25.7% (n = 135/526) of US neurosurgery residents at top 25 hospitals are women and 74.3% (n = 391/526) are men. Men (n = 391) had a median of 7 (interquartile range [IQR], 3-14.5; range, 0-129) publications before residency, and women (n = 135) had a median of 7 (IQR, 4-11.0; range, 0-74) publications before residency. There were no significant differences in the median number of publications between genders (p = 0.65). In conclusion, our research indicates there is no gender disparity in preresidency publications among neurosurgery residents. To improve women's representation in the field, further study is needed to better understand gender inequality among neurosurgeons, particularly in the earlier stages of medical training.

Increase in the number of female physicians and the geographical maldistribution of physicians in Japan

BACKGROUND: In recent years, the geographical maldistribution of physicians has become a major problem in Japan, and prefectures are formulating plans to secure additional physicians. During the same period, the percentage of female physicians in Japan has been continuously increasing, and they now account for 40 % of the total enrollment in medical schools. The purpose of this study is to clarify the impact of the increasing proportion of female physicians on the maldistribution of physicians. METHODS: We used individual data from the surveys of physicians, dentists, and pharmacists from 1996 to 2018 and government-aggregated data with the same statistics from 1996 to 2020. The Gini coefficient was used to measure geographic maldistribution. Physicians were divided into four groups according to age and gender: men under 40, females under 40, men over 40, and females over 40, and the temporal trends in the maldistribution and contribution ratio of each group were calculated. RESULTS: Physician geographical maldistribution worsened after 2006 and continued to worsen until 2016. The contribution ratio of female physicians to the worsening geographical maldistribution exceeded 100 % for both under 40 and over 40 age groups. However, geographical maldistribution within female physicians has become more stable in recent years. Conclusion: The large contribution of the female physician group to the deterioration of the Gini coefficient for all physicians may be due to the greater weight of these groups. However, the Gini coefficient for the female group tended to be stable.

Gender difference of geographic distribution of physicians in Japan: three-point analysis of 1994, 2004 and 2014

BackgroundJapan's medical education system produces 9,000 graduates annually. Despite the government's implementation of several strategies, including increasing the number of doctors trained, the country still struggles with a shortage of physicians in rural areas. This study examined this issue, focusing on gender and considering years of physician experience, demographic and geographic factors.MethodsWe analyzed the Physician Census from 1994, 2004, and 2014, examining data on physicians’ gender and the number of years since licensure. To correct the impact of municipal mergers, the analysis was aligned with the number of municipalities in 2014 (1741). We examined data from each physician (gender and years of medical experience) and analyzed the demographic and geographic distribution trend using Spearman correlation coefficients. We then used the Gini coefficient to evaluate the distribution change of physicians based on gender and years of experience.ResultsThe number of physicians increased 1.29-fold over the 20-year observation period (1.23-fold for male physicians and 2.17-fold for female physicians), and the percentage of female physicians increased from 13.4% to 20.4%. We found that 87.7% of physicians were concentrated in the top 1/3 municipalities in terms of population. The number of female physicians was higher at 91.8% compared to 86.8% for male physicians. The Gini coefficients were lower for veteran physicians of both sexes than for younger physicians. The Gini coefficient for all physicians was 0.315–0.298–0.298 (male physicians: 0.311–0.289–0.283, female physicians: 0.394–0.385–0.395) The Gini coefficients for female compared to male physicians were higher in all age groups, showing that The distribution of female physicians is skewed toward urban areas.ConclusionFemale physicians are less distributed in rural areas than male physicians. In addition, despite the fact that the number of female physicians has increased more than male physicians over the past 20 years, the geographic ubiquity of female physicians has not improved. Since the trend of increasing the number of female physicians is expected to continue in the future, it is necessary to take some measures, such as providing a work-life balance suitable for female physicians.

Women in Allergy and Immunology: The Future Is Female, Let Us Soar!

Despite increases in the number of female physicians in the past 50 years, women remain underrepresented in key areas of medicine, such as practice owners and partners, professional society leaders, principal investigators, full professors, chairs, and deans. Women are paid less, oftentimes for more work. Allergy and Immunology (AI), as a specialty, lacks substantial workforce research, but trends across specialties are consistent. We review what is currently known about women in AI and consider barriers to practice, advancement, and contribution. Through a new inquiry, we find that the challenges women in AI encounter can be summarized through 6 themes: work-life balance, professional advancement, salary equity, mentorship and sponsorship, bias, and sexual harassment and misconduct. Together, we must address these challenges head-on and provide an equitable environment for women in AI to thrive, especially those affected by intersectionality. To do so, we suggest targeted, tangible actions to promote opportunities, offer institutional support, and advance reporting and culture change outlets across AI settings.

Evaluating implicit gender bias at Canadian otolaryngology meetings through use of professional title.

Increasing numbers of women enter medical school annually. The number of female physicians in leadership positions has been much slower to equalize. There are also well-documented differences in the treatment of women as compared to men in professional settings. Female presenters are less likely to be introduced by their professional title ("Doctor") for grand rounds and conferences, especially with a man performing the introduction. This study reviewed the Canadian Society of Otolaryngology-Head and Neck Surgery (CSOHNS) meetings from 2017 to 2020 to determine the proportion of presenters introduced by their professional title and whether this varied by gender. Recordings from CSOHNS meetings were reviewed and coded for introducer and presenter demographics, including leadership positions and gender. Chi-squared tests of proportion and multivariate logistic regression was used to compare genders and identify factors associated with professional versus unprofessional forms of address. No significant association was found between professional title use and introducer or presenter gender. Female presenters were introduced with professional title 69.6% of the time, while male presenters were introduced with professional title 67.6% of the time (P = 0.69). Residents were introduced with a professional title with the most frequency (75.8%), while attending staff were introduced with a professional title with the least frequency (63.0%) (P = 0.02). The lack of gender bias in speaker introductions at recent CSOHNS meetings demonstrates progress in achieving gender equity in medicine. Research efforts should continue to define additional forms of unconscious bias that may be contributing to gender inequity in leadership positions.

Gender Disparity Among NBA and WNBA Team Physicians (112)

Objectives:Female physicians are underrepresented across a broad range of medical specialties, especially at senior levels. Previous research demonstrated poor representation of women in sports medicine leadership roles in the National Collegiate Athletic Association (NCAA) compared to their male colleagues. The purpose of this study was to evaluate the distribution of men and women among team physicians on the medical staffs of National Basketball Association (NBA) and Women’s National Basketball Association (WNBA) teams in the last 10 years and assess regional differences in representation of female physicians.Methods:A Google search of publicly available data regarding team physician gender, medical specialty, and medical degree was conducted in October 2019 for team physicians in the NBA and WNBA over the last 10 years. Descriptive statistics were used to analyze the data. This data was then stratified by region of country in which NBA/WNBA franchises are located to provide regional comparison of team physician characteristics.Results:We identified 125 team physicians for NBA franchises. 122 (97.6%) were male and 3 (2.4%) were female. In the WNBA, a total of 28 physicians were identified. 20 (71.4%) were male and 8 (28.6%) were female. Osteopathic physicians accounted for 5 (4%) and 2 (7.1%) of the physicians associated with NBA and WNBA franchises, respectively. Demographic findings of NBA and WNBA team physicians are demonstrated in Table 1. The Northeast had the highest proportion of female team physicians, with 5 of 18 (27.8%).Conclusions:This study demonstrates a substantial difference in the number of female physicians with leadership roles in both the NBA and WNBA compared to male physicians. It is important to try to understand what barriers female physicians face in their pursuit of leadership positions in sports medicine and to implement strategies to provide equal opportunities to both male and female physicians.

Gender Differences in the Pursuit of Cardiac Electrophysiology Training in North America

BackgroundDespite the increase in the number of female physicians across most specialties within cardiology, <10% of clinical cardiac electrophysiology (EP) fellows are women. ObjectivesThis study sought to determine the factors that influence fellows-in-training (FITs) to pursue EP as a career choice and whether this differs by gender. MethodsThe authors conducted an online multiple-choice survey through the American College of Cardiology to assess the decision factors that influence FITs in the United States and Canada to pursue cardiovascular subspecialties. ResultsA total of 933 (30.5%) FITs completed the survey; 129 anticipated specializing in EP, 259 in interventional cardiology (IC), and 545 in a different field or were unsure. A total of 1 in 7 (14%) FITs indicated an interest in EP. Of this group, more men chose EP than women (84% vs 16%; P < 0.001). The most important factor that influenced FITs to pursue EP was a strong interest in the field. Women were more likely to be influenced by having a female role model (P = 0.001) compared with men. After excluding FITs interested in IC, women who deselected EP were more likely than men to be influenced by greater interest in another field (P = 0.004), radiation concerns (P = 0.001), lack of female role models (P = 0.001), a perceived “old boys’ club” culture (P = 0.001) and discrimination/harassment concerns (P = 0.001). ConclusionsWomen are more likely than men to be negatively influenced by many factors when it comes to pursuing EP as a career choice. Addressing those factors will help decrease the gender disparity in the field.

A message to hematology residents in diverse career pathways

In the present decade, the number of female hematologists and their ratio to the total number of hematologists have increased. This increase in the number of female physicians with various work styles have made physicians aware of diverse career paths. To attain an uninterrupted career, physicians have to overcome obstacles such as severe working environment or intolerance of diversity. The Committee on Studies of Career Education for Female Physicians proposed five learning objectives for all physicians to attain an uninterrupted career: professional awareness of the missions of being a physician, ability to make career plans, flexibility to embrace diverse values of the profession, appropriate attitudes toward supports, and recognition of social gender differences. Learning objectives corresponding to the learning period were also proposed. In order to make career plans, residents need to collect the information on specialty training, perceive a variety of individuals as potential role models, and create, review, and change their own career plan. Residents should become familiar with the process for becoming board-certified hematologists through understanding the new training program for hematology residency.

Long-Term Impact of Japan's Nuclear Plant Accident on Deployment of Physicians in Fukushima

Background: The long-term impact of a nuclear accident on deployment of physicians remains unclear due to relative lack of such accidents. We examined chronological changes in number of physicians in areas affected by Fukushima Daiichi Nuclear Power Plant accident following Great East Japan Earthquake in 2011. Methods: We examined rate of change in physicians per population ratios in Fukushima from 2010 to 2018, comparing them to those of two neighboring prefectures combined, which were not directly affected by nuclear accident, as a control. We further conducted a descriptive sub-analysis of physicians stratified by characteristics. Findings: Following 2011 disaster, number of physicians per 100,000 people in Fukushima increased by 0.4% from 183.3 in 2010 to 184.1 in 2012. In control number increased by 4.0% from 200.1 to 208.1 in same period. Since 2012, number of physicians per 100,000 population in Fukushima increased, reaching 207.4 in 2018. In terms of specifics, there were some notable differences in Fukushima compared to control. During 2010-2012, number of female physicians in Fukushima fell by 19.0% compared to control, physicians 60 years of age increased noticeably, by 40.9% and 6.1%, respectively. Interpretations: The nuclear accident affected number and distribution of physicians in Fukushima. The number of physicians per capita initially decreased but had increased over original levels seven years later. Funding Statement: The Ministry of the Environment. Declaration of Interests: AH reports personal fees from K. Ambiente co., ltd. TT reports personal fees from Medical Network Systems, MNES Inc., and Bionics co., ltd, outside the submitted work. AO reports personal fees from Medical Network Systems, MNES Inc. MK reports personal fees from Medical Network Systems, MNES Inc., SBI Biotech Co., Ltd., MRSO Inc., and Rectus Co., Ltd. The other authors declare no competing interests. Ethics Approval Statement: Only information in the public domain was used in this study, therefore no ethical approval was required.

Gender disparity among NBA and WNBA team physicians

ABSTRACT Background Female physicians are underrepresented across a broad range of medical specialties, especially at senior levels. Previous research demonstrated poor representation of women in sports medicine leadership roles in the National Collegiate Athletic Association (NCAA) compared to their male colleagues. Purpose The purpose of this study was to evaluate the distribution of men and women among team physicians on the medical staffs of National Basketball Association (NBA) and Women’s National Basketball Association (WNBA) teams in the last 10 years and assess regional differences in representation of female physicians. Methods A Google search of publicly available data regarding team physician gender, medical specialty, and medical degree was conducted in October 2019 for team physicians in the NBA and WNBA over the last 10 years. Descriptive statistics were used to analyze the data. This data was then stratified by physician specialty and region of country in which NBA/WNBA franchises are located to provide regional comparison of team physician characteristics. Results We identified 125 team physicians for NBA franchises. Of these, 122 (97.6%) were male and 3 (2.4%) were female. In the WNBA, a total of 28 physicians were identified. 20 (71.4%) were male and 8 (28.6%) were female. The Northeast had the highest proportion of female team physicians, with 5 of 18 (27.8%). Female physicians were represented in the remaining geographic regions as follows: 3 of 41 (7.3%) in the Midwest, 2 of 45 (4.4%) in the South, and 1 of 48 (2.1%) in the West. Conclusion This study demonstrates a substantial difference in the number of female physicians with leadership roles in both the NBA and WNBA compared to male physicians. It is important to try to understand what barriers female physicians face in their pursuit of upper level positions in sports medicine and to implement strategies to provide equal opportunities to both male and female physicians.

Factors Associated With Distribution of Female Otolaryngology Residents in United States.

The gender balance within medicine, and specifically within otolaryngology, is equalizing. It is important to determine the factors that impact the distribution of female residents among otolaryngology programs in the United States to better understand factors that may affect these changing trends. Retrospective Study. Cross-sectional analysis was performed using data from 2018 of otolaryngology residents at 90 programs across the United States. Each program's website was searched for a current resident roster. Data of geography, number of female faculty, number of female physicians in leadership positions, program setting, and program size were obtained. Statistical comparison of these factors with number of female residents was performed with P < .05 as significant. There was a significant association between programs having a higher-than-average female faculty representation and a greater representation of female residents (P < .001). Larger residency programs were more likely to have greater female representation (P = .010). There was a slight predominance of both female residents and female faculty at urban programs (odds ratio [OR] = 1.27, P = .04; OR = 1.28, P = .03). Geographic location, presence of a female chairperson, and presence of a female residency program director were not associated with higher female-to-male resident ratio. Availability of female role models in faculty, along with program setting and size, may be more likely to promote greater female representation. Focusing on gender equality in the workplace can help promote diversity in the workforce and improve patient outcomes. NA Laryngoscope, 131:E367-E372, 2021.

When a Specialty Becomes "Women's Work": Trends in and Implications of Specialty Gender Segregation in Medicine.

The gender composition of physician specialties varies dramatically with some becoming increasingly female predominant while others remain overwhelmingly male. In their analysis of physician workforce data, the authors demonstrate that despite large increases in the number of female physicians over 4 decades, the degree of gender segregation between specialties has not declined. The authors describe lessons from the highly gender-segregated U.S. workforce as a whole to understand these demographic patterns in the physician workforce. Echoing U.S. workforce findings, women physicians are becoming overrepresented in certain specialties, and this appears to be associated with a relative decline in earnings for physicians in these specialties over time. The authors found a strong negative relationship between the proportion of female physicians in a specialty and its mean salary, with gender composition explaining 64% of the variation in salaries among the medical specialties.Female physicians face biases in the workplace and fall behind male peers in leadership attainment, academic advancement, and earnings. Tenacious gender stereotypes and the conflation of gender and status contribute to these biases and reinforce occupational gender segregation. The clustering of women in certain specialties means these specialties will be disproportionately affected by gender bias. Recognizing the consequences of gender demographics within physician specialties is important to maintain the strong and diverse physician workforce needed to support the health care needs of the populations who depend on these specialties for care.

THE GENDER GAP IN THE PURSUIT OF CARDIAC ELECTROPHYSIOLOGY AS A SUBSPECIALTY AMONG CARDIOVASCULAR FELLOWS IN TRAINING

Despite the increase in the number of female physicians across most specialties within cardiology, less than 10% of cardiac electrophysiology (EP) fellows are women. The reasons behind this gender disparity are not known. We sought to determine the factors that influence fellows in training (FITs)

Inequity and Women Physicians: Time to Change Millennia of Societal Beliefs.

Gender inequities date back thousands of years, with women expected to be caregivers at home and men expected to be leaders with occupations outside the home. In more recent history, women have trained in various professions, including medicine. Although the number of female physicians has risen consistently over the past several decades and half of US medical students now are women, gender inequities persist and are due, at least in part, to implicit (unconscious) biases held by doctors, other health care professionals, and patients and their families. Implicit biases negatively affect women in their medical careers and contribute to slower advancement, less favorable evaluations, underrepresentation in leadership positions, fewer invited lectures, lower salaries, impostor syndrome, and burnout. Despite efforts to address gender biases, studies in academic medical centers indicate no major change over a 20-year span. Management of implicit gender bias at the organizational level is imperative. Strategies include implicit bias training for doctors and other staff; development of a transparent and equitable compensation plan; and transparent processes for promotion and hiring, mentorship, and sponsorship of women physicians for grand rounds, lectureships, committees, leadership positions, and awards. Achievement of equity for women physicians requires effort and ultimately a culture change. Gender equity in the medical profession will lead to improved physician wellness, retention of women physicians, and improved access to and quality of health care.

Female Physicians Leading Health Care in the Arab World

Background and Objectives: A global trend in female leadership roles in the medical profession is on the rise, and females have been taking up leadership roles in varying and increasing levels. This study aims to identify changes in trends in the medical field in terms of gender in the last decade in Kuwait. Methods: A case study was conducted, in which data on leadership positions in Kuwait’s government hospitals were obtained from hospital registries. Demographic data about female to male physicians were collected from statistics published by the Department of Manpower, Statistics and Planning of Kuwait’s Ministry of Health. In addition, statistics on medical graduates were obtained from the Faculty of Medicine (FOM), Kuwait University (KU). Results: In general, every government hospital in Kuwait has experienced an increase in leadership roles among females; in 2008, among all leadership positions in Kuwait’s general hospitals, males occupied a majority of positions (60%); whereas in 2016, the male to female ratio was 1:1. The most change in gender trends was witnessed at Mubarak Al-Kabeer Hospital, where female leaders went from 38% in 2008 to 73% in 2016. The specialties that have the highest number of females in leadership positions across all hospitals from 2008 to 2016 were nuclear medicine, radiology, and laboratory medicine. In KU’s FOM, female graduates outweighed male graduates, except in 2005–2006, where females reached a minimum of 48%. The number of female physicians has also increased from its lowest of 31% of the total number of physicians in 2004–2006, to 37% in 2015. Conclusion: While women make up more than half of medical graduates in Kuwait at present, significant barriers had restricted their entry into formal medical leadership roles in the past. However, it is now seen that females currently occupy more leadership positions in government hospitals in Kuwait.

Improving female physician's careers in academic medicine: Chances and challenges.

University hospitals are involved in the care of critically ill patients, pregraduate and postgraduate education, and medical research with an increasing demand on physicians due to a higher burden of disease. The number of female physicians is increasing; however, young female physicians are less willing to work at university hospitals under the given conditions. They often do not find appropriate working conditions in mostly hierarchically structured university hospitals. Institutional structures involuntarily erect barriers against the recruitment, retention, and career progression of women. Gendered working conditions remain firmly fixed, and this is even more challenging - overt discrimination has been replaced by less visible mostly implicit stereotypes and prejudices against women. Having children is an additional "career stopper" for female physicians: those with children are less likely to be promoted and have a lower income. Regulatory measures should act in several directions: cultural gender equality policies, family support policies, and active work policies.

Openness to Gender and Work-Term Diversity among Physicians in Japan: a Study of Alumni from a Japanese Medical School

Openness to Gender and Work-Term Diversity among Physicians in Japan: a Study of Alumni from a Japanese Medical School

The political polarization of physicians in the United States: an analysis of campaign contributions to federal elections, 1991 through 2012.

Few current data are available regarding the political behavior of American physicians as the number of female physicians has increased and the number of solo practitioners has decreased. To analyze campaign contributions that physicians made from the 1991 to 1992 through the 2011 to 2012 election cycles to Republican and Democratic candidates in presidential and congressional races and to partisan organizations, including party committees and super political action committees (Super PACs). We explored partisan differences in physician contributions by sex, for-profit vs nonprofit practice setting, and specialty using multiple regression analysis. We studied the relation between the variation in the mean annual income across specialties and the mean percentage of physicians within each specialty contributing to Republicans. Differences in contributions to Republicans and Democrats, for all physicians and for subgroups. Between the 1991 to 1992 and the 2011 to 2012 election cycles, physician campaign contributions increased from $20 million to $189 million, and the percentage of active physicians contributing increased from 2.6% to 9.4%. Of physicians who contributed during the study period, the mean percentage contributing to Republicans was 57% for men and 31% for women. Since 1996, the percentage of physicians contributing to Republicans has decreased, to less than 50% in the 2007 to 2008 election cycle and again in the 2011 to 2012 election cycle. Contributions to Republicans in 2011 to 2012 were more prevalent among men vs women (52.3% vs 23.6%), physicians practicing in for-profit vs nonprofit organizations (53.2% vs 25.6%), and surgeons vs pediatricians (70.2% vs 22.1%). In 1991 to 1992, these contribution gaps were smaller: for sex, 54.5% vs 30.9%; for organizations, 54.2% vs 40.0%; and for specialty, 65.5% vs 32.7%. The percentage of physicians contributing to Republicans across specialties correlated 0.84 with the mean log earnings of each specialty; specialties with higher mean earnings had higher percentages of physicians contributing to Republicans. Between 1991 and 2012, the political alignment of US physicians shifted from predominantly Republican toward the Democrats. The variables driving this change, including the increasing percentage of female physicians and the decreasing percentage of physicians in solo and small practices, are likely to drive further changes.

The growing number of female physicians: meanings, values, and outcomes

Throughout the developed world the proportion of women in professions such as medicine is increasing. This commentary uses Haklai et al’s nuanced report on the feminization of medicine in Israel as a starting point. I discuss whether gender shifts are an outcome of more egalitarian attitudes towards women overall, or instead arise from men choosing other professions, the extent of the shift, and its meaning for the quantity and quality of medical care. The discussion is embedded in more fundamental concepts such as the aims of medical practice and the best indicators of effective care. I reflect on concerns about lower female physician productivity at a time when the proportion of female physicians still remains below parity in almost all countries. Medicine is embedded in the principles and expectations of the community being served. The profession’s values and practices both shape and are shaped by those of that larger community. As cultures move toward equality, proportional representation of women and men in medicine will follow, while remaining limitations to gender equality will be mirrored in opportunities and restrictions for women in medicine. This is a commentary on http://www.ijhpr.org/content/2/1/37/.

Interrelationships between romance, life quality, and medical training of female residents

BackgroundFor the past 30 years, there has been a steady increase in the number of female physicians, but the relationship between their romantic lives and their pattern of training has been inadequately reported. This study was designed to investigate the interrelationships between medical training, quality of life, and the attitudes that female residents have toward romance. MethodsOf the 106 female medical residents at our medical center in 2009, a total of 78 residents (73.6%) were enrolled for the study. Structured questionnaires (Cronbach α = 0.878), which included questions about female resident quality of life, attitude toward spousal choice, and the impact of programmed professional medical training, were self-administered through an anonymous process. ResultsFemale residents, especially ward-care specialists, were determined to have excessively long working hours (84.6% > 88 work hours/week), insufficient and irregular sleep (44.9%), and inadequate personal time (73.1% < 24 hours/week) on average. Of the 48 residents with ongoing romances, 87.5% (n = 40) of romantic partners were physicians and 58.3% (n = 28) initiated their relationships when they were medical students, but exhibited no preferential dating of senior medical students or physicians. Factors affecting the choice of spouses included time limitations, a limited circle of friends, differences in values, and work-related stress. Those presumptive factors influencing romance between the assumed partner being a doctor or a “nondoctor” were significantly different with regard to lack of time (p = 0.002), values (p < 0.001), work-related stress (p < 0.001), and family background (p = 0.004). ConclusionRomance and quality of life were significantly influenced by the pattern of medical training in female residents. Setting duty-hour limits and initiating a new hobby were determined to be potentially beneficial to their quality of life and attitudes toward romance.