四年制大学终身教职和终身教职教师谈判行为的性别和种族差异

IF 2.9 3区 教育学 Q1 EDUCATION & EDUCATIONAL RESEARCH
Jeremy Wright-Kim, Laura W. Perna
{"title":"四年制大学终身教职和终身教职教师谈判行为的性别和种族差异","authors":"Jeremy Wright-Kim, Laura W. Perna","doi":"10.1353/rhe.2023.a907271","DOIUrl":null,"url":null,"abstract":"Abstract: Inequities in faculty representation and support have long been documented, though a potentially key contributor to these inequities—negotiation behavior—remains underexplored. We leverage descriptive analyses and hierarchical linear modeling with a sample of over 30,000 faculty to explore gender- and race-based differences across negotiating behavior and institutional responses. Results suggest significant differences in the likelihood of seeking and receiving external offers and negotiating employment. Men of color are less likely to engage in many behaviors, though women of color may be less successful in receiving changes to their employment context. Results have implications for faculty, institutional policy, and future research.","PeriodicalId":47732,"journal":{"name":"Review of Higher Education","volume":null,"pages":null},"PeriodicalIF":2.9000,"publicationDate":"2023-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":"{\"title\":\"Gender and Race-Based Differences in Negotiating Behavior among Tenured and Tenure-Track Faculty at Four-Year Institutions\",\"authors\":\"Jeremy Wright-Kim, Laura W. Perna\",\"doi\":\"10.1353/rhe.2023.a907271\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"Abstract: Inequities in faculty representation and support have long been documented, though a potentially key contributor to these inequities—negotiation behavior—remains underexplored. We leverage descriptive analyses and hierarchical linear modeling with a sample of over 30,000 faculty to explore gender- and race-based differences across negotiating behavior and institutional responses. Results suggest significant differences in the likelihood of seeking and receiving external offers and negotiating employment. Men of color are less likely to engage in many behaviors, though women of color may be less successful in receiving changes to their employment context. Results have implications for faculty, institutional policy, and future research.\",\"PeriodicalId\":47732,\"journal\":{\"name\":\"Review of Higher Education\",\"volume\":null,\"pages\":null},\"PeriodicalIF\":2.9000,\"publicationDate\":\"2023-09-01\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"0\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Review of Higher Education\",\"FirstCategoryId\":\"1085\",\"ListUrlMain\":\"https://doi.org/10.1353/rhe.2023.a907271\",\"RegionNum\":3,\"RegionCategory\":\"教育学\",\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q1\",\"JCRName\":\"EDUCATION & EDUCATIONAL RESEARCH\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Review of Higher Education","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.1353/rhe.2023.a907271","RegionNum":3,"RegionCategory":"教育学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"EDUCATION & EDUCATIONAL RESEARCH","Score":null,"Total":0}
引用次数: 0

摘要

摘要:教师代表和支持方面的不平等现象早已被记录在案,尽管这些不平等的潜在关键因素——谈判行为——仍未得到充分探讨。我们利用描述性分析和分层线性建模,以超过30,000名教师为样本,探索谈判行为和制度反应中基于性别和种族的差异。结果表明,在寻求和接受外部工作机会以及谈判就业的可能性方面存在显著差异。有色人种男性不太可能参与许多行为,尽管有色人种女性在接受就业环境变化方面可能不太成功。结果对教师、机构政策和未来的研究都有影响。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Gender and Race-Based Differences in Negotiating Behavior among Tenured and Tenure-Track Faculty at Four-Year Institutions
Abstract: Inequities in faculty representation and support have long been documented, though a potentially key contributor to these inequities—negotiation behavior—remains underexplored. We leverage descriptive analyses and hierarchical linear modeling with a sample of over 30,000 faculty to explore gender- and race-based differences across negotiating behavior and institutional responses. Results suggest significant differences in the likelihood of seeking and receiving external offers and negotiating employment. Men of color are less likely to engage in many behaviors, though women of color may be less successful in receiving changes to their employment context. Results have implications for faculty, institutional policy, and future research.
求助全文
通过发布文献求助,成功后即可免费获取论文全文。 去求助
来源期刊
Review of Higher Education
Review of Higher Education EDUCATION & EDUCATIONAL RESEARCH-
CiteScore
4.10
自引率
0.00%
发文量
0
期刊介绍: The official journal of the Association for the Study of Higher Education (ASHE), The Review of Higher Education provides a forum for discussion of issues affecting higher education. The journal advances the study of college and university issues by publishing peer-reviewed articles, essays, reviews, and research findings. Its broad approach emphasizes systematic inquiry and practical implications. Considered one of the leading research journals in the field, The Review keeps scholars, academic leaders, and public policymakers abreast of critical issues facing higher education today.
×
引用
GB/T 7714-2015
复制
MLA
复制
APA
复制
导出至
BibTeX EndNote RefMan NoteFirst NoteExpress
×
提示
您的信息不完整,为了账户安全,请先补充。
现在去补充
×
提示
您因"违规操作"
具体请查看互助需知
我知道了
×
提示
确定
请完成安全验证×
copy
已复制链接
快去分享给好友吧!
我知道了
右上角分享
点击右上角分享
0
联系我们:info@booksci.cn Book学术提供免费学术资源搜索服务,方便国内外学者检索中英文文献。致力于提供最便捷和优质的服务体验。 Copyright © 2023 布克学术 All rights reserved.
京ICP备2023020795号-1
ghs 京公网安备 11010802042870号
Book学术文献互助
Book学术文献互助群
群 号:481959085
Book学术官方微信