根據文獻探討及深度訪談，本研究認為影響職家平衡的關鍵因素為：女性住 院醫師時期不敢結婚不敢生育，擔心影響訓練內容及專科考試之考官觀感；升等 為主治醫師沒有勞基法保障，對於婚育薪資保障、不能請長假身心恢復不佳、是 否有可能表現不佳考績低分影響薪資，所帶來的身心壓力；男性醫師相對受影響 程度較少。對育兒照顧若雙方皆為高工時工作者，應積極協調家庭與職場之投入 時間，避免未來可能離婚的隱憂。
職家衝突在各個專科的醫師群體都會發生，如何協助年輕男女性醫師維持職 家平衡、降低職家衝突的負荷，是必要的事情。日本、德國研究顯示，年輕女性 醫師在工作、家務、傳統家庭印象、自我角色認同（隱性的社會偏見），孕產期 間的職家平衡，都會增加女性醫師負擔(Jones et al., 2020; Nishida et al., 2021)。
若由主管機關（如衛生福利部部立醫院、教育部國立大學附設醫院、國防部 國軍醫院、退輔會榮民總醫院等公家單位）由上而下帶頭示範部分彈性工時、托 嬰托幼協助，提供個人層面的課程如冥想、正念思考、健康飲食等，還有促進職 場溝通、宣示維持職家平衡，是當代醫療工作者需關注並身體力行的事項，而非 鼓舞過勞，反而無法提供有品質的醫療照護。
良好的勞動條件與環境，不只友善想生育的女性醫師，也關照到那些想為家 庭付出更多的男性醫師，以及不想生育、喜愛工作的男女性醫師。中央政府不時 提醒國人，少子化是國安問題，在此情境脈絡下，催生或加碼育兒津貼、宣傳都 只是一部份而已，如果沒有改變勞動環境的決心，不分性別都拒絕不合理的長工 時，讓「家務分攤」成為可能，修正「女性是主要照顧者」這個歷久不衰的文化 假設，就只會讓上班或不上班，成為當代父母的兩難——不用是醫師，任何父母 都不想在陪伴孩子成長與取得工作成就之間痛苦拔河。
任何制度的改革，始於對於結構性問題的理解。如何落實職場中的性別平權，
瞭解職場現況與工作者處境，也需要瞭解制度設計，更重要的知識與態度上的改 變，認識不平等的成因，並提出改革建議。
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