SEX DIFFERENCES IN FACULTY TENURE AND PROMOTION: The Contribution of Family Ties

Perna, Laura W.

doi:10.1007/s11162-004-1641-2

Cited by 132 publications

(127 citation statements)

References 35 publications

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“…Most of these policies support women with children, such as providing quality and affordable child care options, providing assistance with relocation issues for spouses and dependents, creating delayed or re-entry tenure-track opportunities for women who have taken time off to manage family responsibilities, and providing flexibility in the probationary period for tenure (Mason & Eckman, 2007;Perna, 2005 …”

Section: Focus On Women Tenure Track Faculty In Research Institutionsmentioning

confidence: 99%

Faculty Agency: Departmental Contexts that Matter in Faculty Careers

2013

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EducationThe purpose of this study was to investigate the organizational factors that influence faculty sense of agency in their professional lives and whether the relationship between organizational factors and faculty agency manifests differently by gender. Past literature on faculty has largely taken an approach that was termed a "narrative of constraint," focusing on the challenges that faculty face in modern academe, such as

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Section: Focus On Women Tenure Track Faculty In Research Institutionsmentioning

confidence: 99%

Faculty Agency: Departmental Contexts that Matter in Faculty Careers

2013

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“…Ginther and Hayes (2001) found lower promotion rates among female professors with children than their childless counterparts, Ginther and Khan (2009) that having school-aged children fifteen years post-Ph.D. was positively associated with the odds of promotion to full professor for male faculty in engineering, but negatively for women, and Perna (2005) that being married or having children was positively related to the odds of promotion among males, but not among females. However, two recent studies report no relation between being a parent and promotion to full professor, for either sex (Wolfinger, Mason and Goulden, 2008;Morrison, Rudd and Nerad, 2011).…”

Section: Discussionmentioning

confidence: 87%

“…What about indirect evidence, that women's academic performance has been compromised by their family obligations? That this is the case is frequently argued (Ginther and Hayes, 2003;American Sociological Association, 2004;Perna, 2005). Being an academic implies a heavy workload and, sometimes, high mobility, which can be difficult to reconcile with family responsibilities.…”

Section: Discussionmentioning

confidence: 99%

Pay Structure, Female Representation and the Gender Pay Gap among University Professors

Doucet¹,

Smith²,

Durand³

2012

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Summary In this case study of faculty at a large Canadian research university we examine the extent to which the gender pay gap varies with the formalization of remuneration practices and female representation within units. We estimate the respective contributions to the gender pay gap of base pay, access to the rank of full professor, access to and amounts of market supplements, and Canada Research Chairs. These remuneration components differ in their degree of formalization. We also examine variations in the gender pay gap across departments with different proportions of females. The use of multilevel analysis allows for the estimation of the respective contributions of individual and institutional determinants of pay. Mixed support is found for the first hypothesis – that the magnitude of the gap varies with the degree of formalization in remuneration components. The second hypothesis that, all else being equal, the level of female representation in a given context is negatively related to remuneration is supported. Overall, the results are consistent with continuing female pay disadvantage, even in an ostensibly ‘progressive’ institutional context.

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“…The increase in women faculty varies greatly by institutional type, discipline, and rank, however (Perna, 2001b(Perna, , 2005. Women are disproportionately represented in two-year colleges (for example, 53.6 percent in the new entry cohort in 1998) compared with research universities (40 percent in the new entry cohort in 1998) (Schuster and Finkelstein, 2006, p. 51).…”

Section: Gendermentioning

confidence: 99%

2008

ASHE Higher Education Report

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Setting the StageM UCH HAS BEEN SAID over the last two decades about American college and university faculty. For the 1990s in particular, a maelstrom of critique from trustees, legislators, the popular press, faculty unions, and policymakers addressed needs for "reform" in how faculty are recruited, socialized, and rewarded throughout their careers. What has followed has been much quieter, however. Efforts have been made to redefine scholarship in reward systems, to implement post-tenure review systems, and to make the system fairer for women and minority faculty. How faculty go about their work has changed fundamentally with increasing use of technology, and faculty have become more involved in what Boyer (1990), Rice (1996), and have called the scholarships of teaching and community engagement (see also Hutchings and Shulman, 1999). Additionally, the composition of the American faculty has begun to change as more women and faculty of color have joined the professoriate, though many still find glass ceilings hindering career advancement-at times ceilings that appear made of Plexiglas (Terosky, Phifer, and Neumann, 2008). Admittedly, American higher education leaders and policymakers have not done away with the tenure system; that said, dramatic increases in part-time and non-tenure-track appointments has rendered the tenure system as less relevant to increasing numbers of academics (Schuster and Finkelstein, 2006).What is the history of the rhetoric, policy reform, and research on faculty over the last two decades, and what is missing in the dialogue? The purpose of this volume is to review and synthesize the literature on the American higher education faculty over the last fifteen to twenty years. As career-long students Published online in Wiley InterScience (www.interscience.wiley.com) •

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SEX DIFFERENCES IN FACULTY TENURE AND PROMOTION: The Contribution of Family Ties

Cited by 132 publications

References 35 publications

Faculty Agency: Departmental Contexts that Matter in Faculty Careers

Faculty Agency: Departmental Contexts that Matter in Faculty Careers

Pay Structure, Female Representation and the Gender Pay Gap among University Professors

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