SBP: Major Disadvantages: Career Ambitions and Inequality by College Field of Study in Early Careers

SBP：主要缺点：早期职业中大学学习领域的职业抱负和不平等

• 批准号: 2004274
• 负责人: Corey Moss-Pech
• 金额: $ 13.8万
• 依托单位: Pech, Corey
• 依托单位国家: 美国
• 项目类别: Fellowship Award
• 财政年份: 2020
• 资助国家: 美国
• 起止时间: 2020-07-01 至 2022-06-30
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=2004274&HistoricalAwards=false
• 关键词: SBP; Major; Disadvantages; Career; Ambitions

This award is provided as part of NSF's Social, Behavioral and Economic Sciences Postdoctoral Research Fellowships (SPRF) program. The goal of the SPRF program is to prepare promising, early career doctoral-level scientists for scientific careers in academia, industry or private sector, and government. SPRF awards involve two years of training under the sponsorship of established scientists and encourage Postdoctoral Fellows to perform independent research. NSF seeks to promote the participation of scientists from all segments of the scientific community, including those from underrepresented groups, in its research programs and activities; the postdoctoral period is considered to be an important level of professional development in attaining this goal. Each Postdoctoral Fellow must address important scientific questions that advance their respective disciplinary fields. Under the sponsorship of Dr. Elizabeth A. Armstrong at the University of Michigan, this postdoctoral fellowship award supports an early career scientist investigating workplace gender inequality among recent college graduates. We know a good deal about mid-career gender inequality in the labor force, such as discrimination limiting women’s advancement opportunities and how burdens of work/family conflicts are borne unequally by women. Exposure to this inequality may cause women to change their professional plans early in their careers, however we know little about how early career experiences might contribute to this outcome. This research will identify when people’s workplace expectations begin to shift and if these are related to inequality experienced or observed at work, family expectations, or other considerations. Findings will lend insight into how women can be better positioned in the labor market, broadening their participation in high status jobs, and closing gender gaps that exists across the occupational hierarchy.The project will investigate men and women’s early career experiences from college internships to their fourth year in the workforce in order to learn when and how individuals begin to change their career plans and how these decisions are informed by workers observing or experiencing relational inequality at work. Relational inequality is a concept capturing how cognitive biases, along with explicit and implicit discrimination, explain how women are treated differently than their male co-workers throughout their careers. Research will be accomplished by collecting a third wave of longitudinal interviews with college graduates from four majors, two that are male-dominated (Engineering/Business), and two that are female-dominated (Communications/English). Previously, 91 college seniors were interviewed about their internships and 85 of them were retained for a second interview one year later after graduation. Research will meet three objectives: (1) uncover the pathways through which individuals change their career plans early in their careers, (2) explain how these pathways are shaped by experiences, or observations, of relational gender inequality, (3) investigate how these two processes vary by gender and college field of study.This award reflects NSF's statutory mission and has been deemed worthy of support through evaluation using the Foundation's intellectual merit and broader impacts review criteria.

该奖项是NSF社会，行为和经济科学博士后研究奖学金（SPRF）计划的一部分。SPRF计划的目标是为学术界，工业或私营部门和政府的科学事业准备有前途的早期职业博士级科学家。SPRF的奖励包括在知名科学家的赞助下进行两年的培训，并鼓励博士后研究员进行独立研究。NSF致力于促进来自科学界各部门的科学家，包括来自代表性不足的群体的科学家参与其研究计划和活动;博士后期间被认为是实现这一目标的专业发展的重要水平。每个博士后研究员必须解决推进各自学科领域的重要科学问题。在Elizabeth A.阿姆斯特朗在密歇根大学，这个博士后奖学金支持一个早期的职业科学家调查工作场所的性别不平等在最近的大学毕业生。我们对劳动力中职业中期的性别不平等有很多了解，比如限制女性晋升机会的歧视，以及女性如何不平等地承担工作/家庭冲突的负担。暴露于这种不平等可能会导致女性在职业生涯早期改变职业计划，但我们对早期职业经历如何促成这一结果知之甚少。这项研究将确定人们对工作场所的期望开始转变的时间，以及这些转变是否与工作中经历或观察到的不平等、家庭期望或其他考虑因素有关。调查结果将有助于深入了解妇女如何在劳动力市场上更好地定位，扩大她们对高地位工作的参与，该项目将调查男性和女性从大学实习到第四年工作的早期职业经历，以了解个人何时以及如何开始改变他们的职业计划，以及这些决定是如何改变的。在工作中观察到或经历过关系不平等的工人。关系不平等是一个概念，它描述了认知偏见，沿着显性和隐性歧视，如何解释女性在整个职业生涯中受到的待遇与男性同事不同。研究将通过收集第三波纵向采访大学毕业生从四个专业，两个是男性为主（工程/商业），两个是女性为主（通信/英语）。此前，91名大四学生接受了实习面试，其中85人在毕业一年后接受了第二次面试。研究将实现三个目标：（1）揭示个人在职业生涯早期改变职业计划的途径，（2）解释这些途径是如何被经验或观察所塑造的，关系性别不平等，（三）调查这两个过程如何因性别和大学研究领域而异。该奖项反映了NSF的法定使命，并被认为值得通过使用基金会的学术价值和更广泛的影响审查标准。