Litzellachner Lukas F, Barnett Julie, Yeomans Lucy, Blackwood Leda
Department of Psychology, University of Bath, Bath, United Kingdom.
Front Psychol. 2024 Jan 29;14:1212545. doi: 10.3389/fpsyg.2023.1212545. eCollection 2023.
Despite efforts to increase girls' interest in subjects related to science, technology, engineering, and mathematics (STEM) careers, there remains a large gender gap in STEM academic faculty.
We conducted a national survey comprising 732 early career and senior academics from 40 universities in the UK to investigate the role of pull (receiving career advancement opportunities) and push (experiencing harassment) factors in shaping people's intentions to stay in STEM academia, and the mediating role of perceived workplace climate, academic identification, and beliefs about the ability to succeed (job-related self-efficacy).
Our findings show the differential effect of harassment experiences for women, relative to men. Women experienced more harassment than men, which contributes to their higher intentions to leave academia through enhancing perceptions of a negative workplace climate (i.e., a less collaborative, fair, and inclusive climate) and lower job-related identification (i.e., believing in their ability to succeed as researchers). While receiving opportunities also related to intentions of leaving academia, we did not observe a gender difference in this factor.
The result of our analysis underlines the critical importance of preventing and addressing harassment in academic institutions for the retention of female academic talent.
尽管人们努力提高女孩对与科学、技术、工程和数学（STEM）职业相关学科的兴趣，但在STEM学术教职人员中，性别差距仍然很大。
我们对英国40所大学的732名早期职业和资深学者进行了一项全国性调查，以研究吸引因素（获得职业发展机会）和推动因素（遭受骚扰）在塑造人们留在STEM学术界的意愿方面所起的作用，以及感知到的工作场所氛围、学术认同和对成功能力的信念（与工作相关的自我效能感）的中介作用。
我们的研究结果显示了骚扰经历对女性和男性的不同影响。女性比男性遭受更多骚扰，这导致她们更倾向于离开学术界，原因是她们对负面工作场所氛围（即合作性、公平性和包容性较差的氛围）的认知增强，以及与工作相关的认同感降低（即相信自己作为研究人员取得成功的能力）。虽然获得机会也与离开学术界的意愿有关，但我们在这一因素上未观察到性别差异。
我们的分析结果强调了在学术机构中预防和解决骚扰问题对于留住女性学术人才的至关重要性。
