Organizational climate with gender equity and burnout among university academics in Japan

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  • TAKA Fumiaki
    Interfaculty Initiative in Information Studies, the University of Tokyo, Japan
  • NOMURA Kyoko
    Department of Hygiene and Public Health, Teikyo University School of Medicine, Japan Support Center for Women physicians and researchers, Teikyo University School of Medicine, Japan
  • HORIE Saki
    National Institute of Health and Nutrition, Japan
  • TAKEMOTO Keisuke
    Department of Value & Decision Science, Tokyo Institute of Technology, Japan The Japan Society for the Promotion of Science
  • TAKEUCHI Masumi
    The Impulsing Paradigm Change through Disruptive Technologies Program (ImPACT), founded by Cabinet Office, Government of Japan, Japan
  • TAKENOSHITA Shinichi
    Department of Hygiene and Public Health, Teikyo University School of Medicine, Japan Support Center for Women physicians and researchers, Teikyo University School of Medicine, Japan
  • MURAKAMI Aya
    Department of Law, Faculty of Law, Teikyo University, Japan
  • HIRAIKE Haruko
    Department of Obstetrics and Gynecology, Teikyo University School of Medicine, Japan
  • OKINAGA Hiroko
    Support Center for Women physicians and researchers, Teikyo University School of Medicine, Japan
  • SMITH Derek R.
    College of Public Health, Medical and Veterinary Sciences, James Cook University, Australia

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<p>We investigated relationships between the perception of organizational climate with gender equity and psychological health among 94 women and 211 men in a Japanese private university in 2015 using the Copenhagen Burnout Inventory (i.e., personal, work-related and student-related burnout). Perceptions of organizational climate with respect to gender equity were measured with two scales including organizational engagement with a gender equal society in the workplace (consisting of three domains of ‘Women utilization', ‘Organizational promotion of gender equal society' and ‘Consultation service'); and a gender inequality in academia scale that had been previously developed. Multivariable linear models demonstrated significant statistical interactions between gender and perceptions of organizational climate; ‘Women utilization' or lack of ‘Inequality in academia' alleviated burnout only in women. In consequence of this gender difference, when ‘Women utilization' was at a lower level, both personal (p=.038) and work-related (p=.010) burnout scores were higher in women, and the student-related burnout score was lower in women when they perceived less inequality in academia than in men (p=.030). As such, it is suggested organizational fairness for gender equity may be a useful tool to help mitigate psychological burnout among women in academia.</p>

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