Martinez Larry R, O'Brien Katharine R, Hebl Michelle R
1 Department of Psychology, Portland State University , Portland, Oregon.
2 Human Resources and Analytics team, CUNA Mutual Group , Madison, Wisconsin.
J Womens Health (Larchmt). 2017 May;26(5):580-586. doi: 10.1089/jwh.2016.6023. Epub 2017 Feb 27.
Prior research has established that women and men faculty have different experiences in their professional and personal lives and that academic turnover can be costly and disruptive to home institutions. However, relatively little research has examined gender differences in the antecedent events that contributed to faculty members' voluntary turnover decisions. This study aims to fill this gap.
Qualitative and quantitative data were obtained in two ways: by directly contacting faculty members who had voluntarily left their positions through the human resource departments at six institutions and through more wide-scale snowball sampling. The surveys, administered via paper or web based, measured the extent to which participants' experiences with harassment/discrimination, family-related issues, and recruitment/retention offers impacted their decisions to leave. Qualitative data were coded by raters into numerical values, and mean differences based on gender were assessed for these and the quantitative data.
Both the qualitative and quantitative data suggest that female academicians reported experiencing significantly more gender-based harassment/discrimination, were much more likely to cite family-related reasons for leaving, and reported receiving significantly fewer external job offers and internal retention offers than their male counterparts.
Academic science departments should be keenly aware of and strive to reduce instances of harassment/discrimination against female academicians, offer more support for family-related issues and encourage faculty to take advantage of these programs, and conduct search and retention efforts fairly regardless of faculty gender.
先前的研究已经证实，女性和男性教员在其职业和个人生活中有不同的经历，并且学术人员流动对所在机构而言成本高昂且具有破坏性。然而，相对较少的研究考察了导致教员自愿离职决定的前期事件中的性别差异。本研究旨在填补这一空白。
通过两种方式获取定性和定量数据：直接联系通过六所机构的人力资源部门自愿离职的教员，以及通过更广泛的滚雪球抽样。调查通过纸质或网络方式进行，测量参与者在骚扰/歧视、家庭相关问题以及招聘/留用提议方面的经历对其离职决定的影响程度。定性数据由评分者编码为数值，并对这些数据以及定量数据评估基于性别的均值差异。
定性和定量数据均表明，女学者报告遭受的基于性别的骚扰/歧视显著更多，更有可能提及因家庭相关原因离职，并且报告收到的外部工作邀请和内部留用提议比男同事少得多。
学术科学部门应敏锐地意识到并努力减少对女学者的骚扰/歧视情况，为家庭相关问题提供更多支持并鼓励教员利用这些项目，并且无论教员性别，公平地进行招聘和留用工作。
