Diversity Exiting the Academy: Influential Factors for the Career Choice of Well-Represented and Underrepresented Minority Scientists.
Diversity Exiting the Academy: Influential Factors for the Career Choice of Well-Represented and Underrepresented Minority Scientists.
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DOI：
10.1187/cbe.16-01-0066
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发表时间：
2016
期刊：
影响因子：
--
通讯作者：
Sinche M
中科院分区：
文献类型：
--
作者：
Layton RL;Brandt PD;Freeman AM;Harrell JR;Hall JD;Sinche M
对科学、技术、工程和数学博士当前职业选择原因的相对重要性进行了调查。代表性不足的少数族裔科学家选择教师职业的原因在某些方面与代表性良好的科学家不同，这对研究生/博士后培训、正式和非正式的社会支持网络以及教师职业决策都有影响。全国范围内接受博士培训的科学家样本完成了培训，接受了学术和非学术职位的后续就业，并询问了他们之前的研究生培训和当前就业情况。受访者指出了影响其就业决定的因素（例如，工作条件、工资、工作保障）。数据显示影响职业选择的决定性因素的相对重要性，控制性别，对教师职业的最初兴趣和研究生出版物的数量。在代表性好的（WR; n = 3444）和代表性不足的少数族裔（URM; n = 225）受访者中，教师职业选择与对自主和合作机会的渴望正相关，与对领导机会的渴望负相关。各组之间的差异包括：多样性、声望、薪水、家庭影响和指导老师的影响。此外，对教师顾问或其他导师影响以及家庭或同伴影响的认可在各群体中出奇地少，这表明正式和非正式的支持网络可能会错失为希望留在教师职业道路上的学员提供支持的机会。需要改变误解的原因（例如，教员的领导机会有限）必须与需要消除实际障碍的原因区分开来。对影响博士职业决定的因素的进一步调查可以帮助阐明为什么URM的候选人不成比例地退出学术界。
The relative importance of reasons for current career choices for science, technology, engineering, and mathematics PhDs was examined. Reasons why underrepresented minority scientists chose faculty careers differed in some respects from those of well-represented scientists, with implications for graduate/postdoctoral training, formal and informal social support networks, and faculty career decisions. A national sample of PhD-trained scientists completed training, accepted subsequent employment in academic and nonacademic positions, and were queried about their previous graduate training and current employment. Respondents indicated factors contributing to their employment decision (e.g., working conditions, salary, job security). The data indicate the relative importance of deciding factors influencing career choice, controlling for gender, initial interest in faculty careers, and number of postgraduate publications. Among both well-represented (WR; n = 3444) and underrepresented minority (URM; n = 225) respondents, faculty career choice was positively associated with desire for autonomy and partner opportunity and negatively associated with desire for leadership opportunity. Differences between groups in reasons endorsed included: variety, prestige, salary, family influence, and faculty advisor influence. Furthermore, endorsement of faculty advisor or other mentor influence and family or peer influence were surprisingly rare across groups, suggesting that formal and informal support networks could provide a missed opportunity to provide support for trainees who want to stay in faculty career paths. Reasons requiring alteration of misperceptions (e.g., limited leadership opportunity for faculty) must be distinguished from reasons requiring removal of actual barriers. Further investigation into factors that affect PhDs’ career decisions can help elucidate why URM candidates are disproportionately exiting the academy.
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影响因子：
3.7
作者：
Gibbs, Kenneth D., Jr.;Griffin, Kimberly A.
通讯作者：
Griffin, Kimberly A.
影响因子：
4.8
作者：
Meyers, Frederick J.;Mathur, Ambika;Chalkley, Roger
通讯作者：
Chalkley, Roger
DOI：
10.1073/pnas.1404402111
发表时间：
2014-04-22
影响因子：
11.1
作者：
Alberts, Bruce;Kirschner, Marc W.;Varmus, Harold
通讯作者：
Varmus, Harold
影响因子：
64.8
作者：
Lee, Adrian;Dennis, Carina;Campbell, Philip
通讯作者：
Campbell, Philip
DOI：
10.1187/cbe.11-02-0013
发表时间：
2011
期刊：
CBE life sciences education
影响因子：
--
作者：
Fuhrmann CN;Halme DG;O'Sullivan PS;Lindstaedt B
通讯作者：
Lindstaedt B