Finding 4-14: Gender was a significant determinant of salary, but only among full professors. Male full professors made, on average, about 8 percent more than women, once we controlled for discipline. At the associate and assistant professor ranks, the differences in salaries of men and women disappeared. When we looked more broadly at variables that […]

Finding 4-9: Overall, male faculty had published marginally more refereed articles and papers in the past 3 years than female faculty, except in electri­cal engineering, where the reverse was true. Men had published significantly more papers than women in chemistry (men, 15.8; women, 9.4) and mathemat­ics (men, 12.4; women, 10.4). In electrical engineering, women had […]

Finding 4-6: Female tenure-track and tenured faculty reported that they were more likely to have mentors than male faculty. In the case of tenure- track faculty, 57 percent of women had mentors compared to 49 percent of men. (Figure 4-6) Finding 4-7: Female faculty reported that they were less likely to engage in conversation with […]

Finding 4-3: Men and women seem to have been treated equally when they were hired. The overall size of start-up packages and the specific resources of reduced initial teaching load, travel funds, and summer salary did not differ between male and female faculty. Finding 4-4: Male and female faculty supervised about the same number of […]

This chapter examined the day-to-day life of a full-time academic in S&E at Research I institutions. Principal findings can be found in four areas: professional activities, institutional resources, climate, and outcomes. Professional Activities Finding 4-1: There is little evidence overall that men and women spent dif­ferent percentage of their time on teaching, research, and service. […]

Faculty who are planning to leave or retire, particularly the former, may be indicating that they are dissatisfied with their current work situation. Our sur­vey asked faculty whether they were planning on leaving or retiring from their current institution.[83] The variable was dichotomous; either the faculty member was not planning to leave or retire or […]

Traditionally, most information on job satisfaction comes from surveys or focus group meetings undertaken by individual institutions or from the NSOPF. The results of many of these surveys suggest that women’s job satisfaction falls below men’s (Holden, 2001; Trower and Chait, 2002). Two recent national surveys have examined satisfaction with academic careers. The NSOPF:04 asked […]

Job satisfaction is heavily intertwined with climate issues. Job satisfaction may be viewed as the expression of a faculty member’s perception of engagement, power, treatment, and role, as well as departmental and institutional policies and procedures. It is a large and subjective area to tap into. It can also be a causal factor, affecting such […]

Faculty retention and attrition focus on the likelihood that faculty will remain in a department. Some mobility is to be expected. Some faculty will move from one academic job to another or from academia to a position outside academia (e. g., in industry). Some faculty will leave departments to retire or because they are ill. […]

It is fair to say that salary is an obligatory factor in every study that explores whether there are differences across gender in academic careers. Faculty salaries have been the subject of numerous university salary equity investigations, occa­sional lawsuits, and broader national studies. (See, for example, selected works by Barbezat, Becker, Bellas, Benjamin, Farber, Ferber, […]