Circumventing Discrimination

Shih, Johanna

doi:10.1177/0891243205285474

Cited by 77 publications

(23 citation statements)

References 20 publications

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“…Thus, some male participants were foreign-born employees or members of immigrant families. If some STEM men were immigrants, they may have experienced personal discrimination due to their ethnicities, cultural differences, or language barriers (Shin, 2006;Zeng & Xie, 2004).…”

Section: Discussionmentioning

confidence: 99%

Women in Science, Technology, Engineering, and Mathematics (STEM) Fields

Lee

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The purpose of the study was to predict individual intentions to leave science, technology, engineering, and mathematics (STEM) field jobs. Psychological predictors were gender, the need to belong, self-esteem, perceived personal discrimination, and perceived group discrimination. We used the Amazon Mechanical Turk to recruit participants and Survey Monkey to conduct an online survey. Participants were 174 men and women who worked or studied in STEM fields. Two-step hierarchical linear regression analyses were performed to analyze the data. As a result, we found that all predictors mentioned above accounted for the variance in the intention to leave a job. Self-esteem and perceived personal discrimination were critical predictors for men in STEM fields; self-esteem and perceived group discrimination were critical predictors for women in STEM fields. For women, interestingly, the interaction effect of the need to belong and self-esteem added an additional variance in predicting the intention to leave a job. The need to belong buffered the effect of self-esteem on the intention of STEM women to leave a job. Thus, it might be that STEM women with low self-esteem are more likely to change a job if their need to belong is not fulfilled. v ACKNOWLEDGEMENTS This thesis is the result of many individuals' efforts. First, I give my sincerest gratitude to my supervisor, Dr. Greg Feist, who has supported me throughout the thesis process with inspiration, knowledge, and patience. Without his encouragement and effort, I would not have completed this thesis. I would like to thank Dr. Ronald Rogers who knew about my obstacles as an international student. I always appreciated the empathetic support and practical advice he instilled in me. He also taught me the fundamentals of psychological research and the attitude necessary to be an experimental psychologist. I would like to thank Dr. Sean Laraway for his comments on this thesis and for offering me a teaching assistant position in the statistics lab. This opportunity enabled me to build confidence in my English communication with students and to experience the joy of teaching statistics. I would also like to thank Dr. Alvarez, Dr. Asuncion, and Dr. Tokunaga for their development, statistics, and social cognition seminars and for opening my eyes to the connection of theory and scientific research methods. With affection, I acknowledge my friends in the USA and Korea who have shared my adventure.

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Section: Discussionmentioning

confidence: 99%

Women in Science, Technology, Engineering, and Mathematics (STEM) Fields

Lee

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“…Petersen et al (2000) studied a hightech company and reported that roughly 60% of new recruits made inroads to their hiring company via their social network, accounting for 80% of job offers. Many employees realize that their tenure within companies will be short-lived, and Shih (2006) noted that workers rely on their social networks to acquire information about job prospects and cultivate relationships that will assist them in their job searches.…”

Section: Silicon Valley Social Networkmentioning

confidence: 99%

“…One common strategy in Silicon Valley to advance one's career is jobhopping (i.e., changing jobs frequently). The labor market for technical talent in Silicon Valley has been described as "high velocity," characterized by rapid changes in corporate product and marketing directions, which results in frequent resizing of the labor force and re-shifting of employee functions within a company (Shih, 2006). A company's flexibility to reshape, redirect, and resize benefits employers and corporations while spawning a culture of job-hopping.…”

Section: Silicon Valley Social Networkmentioning

confidence: 99%

“…However, perhaps even more importantly, jobhopping affords employees substantial opportunities to expand their social networks by making contacts within many organizations. Thus, job-hopping can be viewed as a network resource for those who employ this approach successfully; accordingly Shih (2006) refers to job-hopping as a social network strategy. First, job-hopping is greatly enhanced by having a network of contacts across companies to call upon for information about job openings.…”

Section: Silicon Valley Social Networkmentioning

confidence: 99%

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Organizational Social Networks and Implications for Inequality in Silicon Valley Tech

Jarvie¹

2019

Handbook on Promoting Social Justice in Education

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To better understand the persistent low rates of participation of women and minorities in the Silicon Valley tech industry, this chapter reviews the social processes by which social networks provide individuals job-related resources that are influential in career advancement. Social network theories are presented that explain mechanisms behind disparities in access to powerful networks that disproportionately favor men in organizations. In the male-dominated environment of Silicon Valley, these social processes are more acute and contribute to the low participation of women in tech as well as their lower ranks in organizational hierarchies. Contextual influences of the Silicon Valley tech work environment and their effect on social networks are discussed. The chapter concludes with recommendations for management practices and future directions for research that includes a social network perspective to further investigate the underrepresentation of women in tech.

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“…The first is gender diversity. There is a skewed distribution of women in higher education (STEM fields in particular; (Beede et al, 2011;Shih, 2006). Within engineering specifically, only 22% of faculty are women (Gibbons, 2011), and women are thus less likely to be part of any change efforts.…”

Section: Change As a Team Effortmentioning

confidence: 99%

Getting "There": Understanding How Innovation and Entrepreneurship Become Part of Engineering Education

Nilsen

Morrison

Asencio

et al.

2017 ASEE Annual Conference &Amp; Exposition Proceedings

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helping nurture change efforts in engineering education, innovation, and beyond. Previously, she was a Senior Program Officer at Ven-tureWell, where she co-developed and co-led the Epicenter Pathways to Innovation initiative, an effort to engage with a cohort of colleges and universities to fully embed innovation and entrepreneurship in undergraduate engineering education. Her experience also includes leadership of STEM initiatives with Penn State and Virginia Tech. She earned her BA from Stanford University and an MBA from Northeastern University.

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Circumventing Discrimination

Cited by 77 publications

References 20 publications

Women in Science, Technology, Engineering, and Mathematics (STEM) Fields

Women in Science, Technology, Engineering, and Mathematics (STEM) Fields

Organizational Social Networks and Implications for Inequality in Silicon Valley Tech

Getting "There": Understanding How Innovation and Entrepreneurship Become Part of Engineering Education

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