In American medicine, research has consistently shown disparities between the health experiences of non-Hispanic whites and minority groups (Shervington, 2000); but the practice of racial discrimination within the medical profession is less well acknowledged. Unlike other professions, medicine is a person-oriented field, where Indian physicians are susceptible to facing discrimination on a daily basis. My in-depth interviews with 108 Indian physicians show that individual physicians may achieve social mobility and gain economic parity in the United States, but only as exceptions to the rule, as evident by racial discrimination in promotions, referral patterns, and the 'glass ceiling' faced by them 'when it comes to really rising to the top'. Moreover, the social incorporation of Indian physicians is itself tied to paradoxes and discontents, when minority group members are not fully accepted either by the dominant group or by their own ethnic community. It is in this context that I seek to analyze the influence of social interactions at work on the social incorporation of first and second-generation Indian physicians and in determining their workplace experiences and migratory outcomes. Likewise, with the effects of discrimination being greater for men than for women, the existing gender inequalities in American medicine have differential impacts on the workplace experiences of Indian men vis-à-vis women. However, much of the production of gender and racial inequalities in organizations at large (Acker, 2006) and particularly in medicine, have focused on one or another of these categories, seldom attempting to study them as complex, mutually reinforcing or contradicting processes. My dissertation research strives to make this dimension a crucial part of the analysis. This study should contribute to our understanding of the interaction of recent migration of skilled personnel with developing racial/ethnic and gender relations in US workplaces. The healthcare workforce in the developed world has become increasingly dependent on immigrants from the developing world. I see addressing issues of racial and gender bias in American medicine as a priority in the social sciences and a necessity for a holistic healthcare system in the 21st century. My research is an effort in this direction. / text

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This study examined the location decisions of family physicians in Saskatchewan by determining the factors that influence family physicians’ location decisions, and identifying the major themes from the factors. The research employed a rational choice model as a basis to design the methodology and explain how Saskatchewan family physicians make their practice location and re-location decisions. A mixed method approach, including an on-line questionnaire survey and interviews with key health agencies, was used to collect and analyse data. Data from the survey were summarised using summary statistics and cross tabulation. Responses from stakeholder interviews were transcribed and analyzed using interpretive description method. The mixed method approach elicited a rich and detailed description of family physicians’ location decisions. Participants of the study ranked family concern, work-life balance and community influence as the most influential factors of family physicians’ location decisions. The fourth factor of locations decisions according the study was compensation. Although compensation was mentioned as a factor, it was recorded as the least influential factor among the participants of this research. Other factors that were identified as having some influence on practice location choices were respect and appreciation, and scope of practice. To conclude, the study found that location decisions are not only about identifying the major influential factors of practice location choices, but also involve finding a good match between family physicians and potential practice locations and communities. That is, family physicians’ preferences must match the characteristics of the potential communities. Based on the conclusion, the study made two policy recommendations regarding the matching between family physicians and communities. The first policy recommendation is strategic matching between family physicians and communities for more efficient and effective recruitment and retention. The second recommendation is providing strategic incentives to ensure access to family physician services for the population in communities that do not meet the requirements of the strategic matching.

Thesis (doctoral)--Universität, Regensburg, 2006. / Description based on print version record. Includes bibliographical references (p. [235]-257).

Thesis (Ph. D.)--University of Sydney, 2003. / Title from title screen (viewed 15 April 2008). Submitted in fulfilment of the requirements for the degree of Doctor of Philosophy to the Faculty of Education and Social Work. Degree awarded 2003; thesis submitted 2002. Includes bibliographical references. Also available in print form.

Thesis (Ph. D.)--University of Hawaii at Manoa, 2003. / Includes bibliographical references (leaves 264-278).

Thesis (Ph. D.)--University of Toronto, 2007. / Source: Dissertation Abstracts International, Volume: 68-06, Section: A, page: 2354. Includes bibliographical references (leaves 224-239).

Thesis (doctoral)--Universität Erlangen, 1930. / Includes bibliographical references (p. [vii]-xiii).

"Thesis--University of Southern California. / eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

Thesis (M.A.)--Georgia State University, 2008. / Title from file title page. Yuki Fujioka, committee chair; Jaye Atkinson, Holley Wilkin, committee members. Description based on contents viewed Aug. 11, 2009. Includes bibliographical references (p. 64-69).