Added Benefits: How Supporting Women Faculty in STEM Improves Everyone’s Job Satisfaction
Added Benefits: How Supporting Women Faculty in STEM Improves Everyone’s Job Satisfaction
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额外好处：在 STEM 领域支持女教师如何提高每个人的工作满意度
DOI：
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发表时间：
2017
影响因子：
2.4
通讯作者：
Kristen Intemann
中科院分区：
文献类型：
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作者：
Jessi L. Smith;Ian M. Handley;S. Rushing;Rebecca Belou;Elizabeth A. Shanahan;Monica C. Skewes;Lexie Kambich;J. Honea;Kristen Intemann
基于性别的多样性计划能让每个人都受益吗？我们测试了旨在惠及在男性主导的科学、技术、工程和数学学术领域工作的女性的扩大参与计划是否以及如何与所有感到参与的人的工作满意度有关。在自我决定理论(Deci&Ryan，2012)的启发下，我们设计并测试了一个性别多元化计划，通过支持女性教员对自主、人际关系和能力的心理需求，通过参与三个“高级项目TRACS”(通过关系自主和能力支持实现转变)中嵌入的五项活动，支持了女性教师对自主、关系和能力的心理需求。从男性和女性终身教职跟踪教师那里收集的3年多的纵向重复测量表明，对每个人来说，参与该计划预示着心理需求满足感的显著积极变化。随着时间的推移，这种变化与工作满意度的积极变化有关。结果证明了这一特定计划的成功，并表明以一个群体为目标的多样性计划可以对所有感到参与的人产生广泛的积极影响。
Can gender-based diversity programs benefit everyone? We tested whether and how a broadening participation program intended to benefit women working within male-dominated academic fields of science, technology, engineering, and mathematics, may relate to job satisfaction for all who feel involved. Informed by self-determination theory (Deci & Ryan, 2012), we designed and tested a gender-diversity program that supported women faculty’s psychological need for autonomy, relatedness, and competence through their involvement in five activities embedded in three “ADVANCE Project TRACS” (Transformation through Relatedness Autonomy and Competence Support) initiatives. Longitudinal repeated measures collected over 3 years from men and women tenure track faculty across disciplines show that for everyone, involvement with the program predicted a significant positive change in psychological need satisfaction. This change was associated with positive changes in job satisfaction over time. Results demonstrate the success of this particular program, and suggest that diversity programs that target one group can have wide-spread positive impacts on all who feel involved.