This study examines the underrepresentation of women faculty in science, technology, engineering, and mathematics (STEM) by comparing the intentions of attrition and turnover between genders in Research and Doctoral universities. It is found that the two genders did not differ in their intentions to depart from academia, but women faculty had a significantly higher likelihood to change positions within academia. The indications are that women and men are equally committed to their academic careers in STEM; nonetheless, women's stronger turnover intentions are highly correlated with dissatisfaction with research support, advancement opportunities, and free expression of ideas. The findings suggest that the underrepresentation of women is more convincingly explained by an academic culture that provides women fewer opportunities, limited support, and inequity in leadership, rather than by gender-based differences such as roles in family responsibilities. Changes in academic STEM culture are needed in order to attract more women scientists and narrow the current gender gap.
This study investigated the importance of discipline variations in understanding faculty turnover behaviors. A representative sample of university faculty in Research and Doctoral universities was obtained from a national database. Faculty members, selfidentified into a primary academic area, were grouped into eight discipline clusters according to an established framework. Multiple regression models were constructed to examine within each cluster the relative importance of a list of factors that have been identified to be related to faculty turnover. Cross-discipline comparisons of within-cluster variable prioritization revealed substantial discipline variations with regard to the major factors that are critical to faculty turnover. The findings produced evidence that disciplinespecific information was indispensable to institutional administrators and policy makers for effective faculty retention.
This study examines informal professional networks (IPNs) and their role in the underrepresentation of women faculty in traditionally male-dominated science, technology, engineering, and mathematics (STEM) disciplines. A mixedmethods design was taken in which interviews were conducted during the qualitative phase to gather information of faculty networking experiences and the importance of IPNs in their career development. An online survey was developed based on the findings from the interviews and used to gather data during the quantitative phase to further probe the patterns and functions of IPNs. Major findings are reported, including the meaningful impact of IPNs on the career development of faculty in STEM disciplines and some significant gender differences in networking patterns.
Structured within an expanded econometric theoretical framework, this study uses national data sources to identify the critical factors that influence college graduates' advance to and persistence in graduate education and to compare the systematic differences between students in the STEM and non-STEM majors. The findings indicate that there is a high attrition rate from graduate education in both STEM and non-STEM majors. Male, Caucasian, and students who received their bachelor degree at a traditional (younger) age are more likely to attend and complete graduate education, regardless of academic major. Major-based differences are apparent in the impact from variables including parents' education, total undergraduate debt, institution selectivity, and student's academic background measured by SAT/ACT scores and cumulative GPA in undergraduate major.
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