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ORGANIZATIONAL VARIATIONS IN WOMEN SCIENTISTS' REPRESENTATION IN ACADEMIA

卷 4, 册 1, 1998, pp. 43-67
DOI: 10.1615/JWomenMinorScienEng.v4.i1.40
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摘要

Using a nationally representative sample of college faculty from a wide array of institutions and science disciplines, this study investigates links between organizational conditions and women's representation on college faculties. Hypotheses derive from competing explanations for the sharp differences found in women's and men's career outcomes in academia: institutionalized discrimination that protects men's dominant group privileges, statistical discrimination based on expectations of gender differences in academic preparation and scholarship, variations in the female doctoral labor supply by science discipline and locality, political restraints on discrimination and pressure for equal employment opportunity. A multivariate analysis examines organizational conditions associated with women's likelihood of holding faculty appointments at different tenure levels. Results indicate that although the female doctoral labor supply and political constraints are powerful factors in the representation of women faculty, selective organizational contexts play a substantial role as well. Although we find little evidence that insulation from competition or segmented faculty labor markets strongly influence the gender composition of science faculties, women are more often found in entry-level positions where institutionalized discrimination may be checked by unionization and proportionally sizable constituencies of women administrators and students. Consistent with statistical discrimination, women scientists and engineers are poorly represented at the entry level in research-oriented institutions and are more scarce in tenured positions within highly prestigious departments and institutions with very selective admissions. These organizational influences on women's faculty representation hold even after controlling for gender differences in the prestige of academic credentials, level of work experience, and marital and child-rearing responsibilities.

对本文的引用
  1. Su Xuhong, Gaughan Monica, Inclusion of Women Academics into American Universities: Analysis of Women Status Reports, Higher Education Policy, 27, 4, 2014. Crossref

  2. Beutel Ann M., Nelson Donna J., The gender and race-ethnicity of faculty in top social science research departments, The Social Science Journal, 43, 1, 2006. Crossref

  3. Fox Mary Frank., Mohapatra Sushanta., Social-Organizational Characteristics of Work and Publication Productivity among Academic Scientists in Doctoral-Granting Departments, The Journal of Higher Education, 78, 5, 2007. Crossref

  4. Collins Denton L., Reitenga Austin, Collins Allison B., Lane Scott, “Glass Walls” in Academic Accounting? The Role of Gender in Initial Employment Position, Issues in Accounting Education, 15, 3, 2000. Crossref

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  6. Main Joyce B., Tan Li, Cox Monica F., McGee Ebony O., Katz Andrew, The correlation between undergraduate student diversity and the representation of women of color faculty in engineering, Journal of Engineering Education, 109, 4, 2020. Crossref

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