Career Outcomes of Engineering Bachelor's Degree Recipients

智力优势：与获得类似学士学位的男性相比，女性更不可能留在工程学领域(FreHill，2007a)。这项研究将分析现有的、具有全国代表性的数据，以回答几个关于本科毕业生留在工程学专业的性别差异的问题。女性是不是因为工作/家庭问题而不太可能留在工程行业？对工程工作场所日益增加的不确定性的性别反应？基于性别的歧视？或者，在从技术工作转向工程管理工作方面，女性是否比男性更成功？研究人员将分析美国国家科学基金会S科学与工程统计分析系统(SESTAT)1993年、1997年、1999年、2003年和2006年的数据，该系统汇集了三项构成调查，提供了关于美国科技人员最全面的数据。第二个数据集包括国家教育统计中心对1992/93年和1999/2000年学位队列(基准年加上1993-2003年期间1992/93年学位队列的三次后续行动)进行的学士及以上专业小组研究，这将提供对整个20世纪90年代和21世纪初个人工程职业发展情况的更密切的审查。最后，这些具有全国代表性的数据将得到由女性工程师协会赞助的两项针对美国工程师的研究信息的补充。后两项研究，一项于1993年完成，另一项于2005年完成，提供了明确侧重于工程师职业问题的数据。这项研究感兴趣的是了解工程人员中的保留，这是一个很少系统研究的主题。更广泛的影响：拟议的研究将考察女性和代表性不足的少数群体--特别是这些群体(有色人种女性)经常被忽视的交集--在获得学士学位后在多大程度上被保留在工程学领域。这项研究将使工程学教育工作者、雇主和政策制定者能够制定战略，使毕业后能够留住工程学。留住人才很重要，因为最好的就业大使往往是现任者(Hira 2007)：这样的榜样对于向年轻人传达他们可以在特定学科内拥有长期、有意义的职业至关重要。研究结果的推广战略包括在会议上发表报告和在传统学术期刊上发表论文。此外，研究人员将通过相关工程学科杂志上的文章接触到更广泛的受众，数百万工程师和其他从业者阅读这些文章，这些文章将受益于对如何让工程工作场所成为一个对不同人群更友好的地方的理解。

Intellectual Merit: Women are less likely than men in similar bachelor's degree cohorts to be retained in engineering (Frehill 2007a). This study will analyze existing, nationally-representative data to answer several questions about this gender difference in post-bachelor's retention in engineering. Are women less likely to stay in engineering because of work/family issues? Gendered reactions to the increasing uncertainty of engineering workplaces? Gender-based discrimination? Or do women have better success than men in moving from technical to managerial work in engineering? Researchers will analyze data from the NSF?s Science and Engineering Statistical Analysis System (SESTAT) for 1993, 1997, 1999, 2003, and 2006, a compilation of three constituent surveys that provide the most comprehensive data about the U.S. STEM workforce. A second dataset includes the National Center for Education Statistics' Bachelors and Beyond panel study for the 1992/93 and 1999/2000 degree cohorts (base year plus three follow-ups for the 1992/93 degree cohort covering the 1993-2003 period), which will provide a closer examination of how individual engineering careers progress throughout the 1990s and early part of the 21st century. Finally, these nationally-representative data will be supplemented by information from two studies of U.S. engineers sponsored by the Society of Women Engineers. These latter two studies, one completed in 1993 and the other in 2005, provide data focused explicitly on career issues for engineers. This study is interested in understanding retention within the engineering workforce, which has been the subject of little systematic research. Broader Impacts: The proposed research will examine the extent to which women and under-represented minorities--especially the often-overlooked intersection of these groups (women of color)--are retained in engineering after earning bachelor's degrees. The research will enable engineering educators, employers, and policy makers to develop strategies for enabling retention in engineering after graduation. Retention is important because the best ambassadors of jobs are often incumbents (Hira 2007): such role models are essential to conveying to young people that they can have long-term, meaningful careers within a particular discipline.The outreach strategy for the findings includes presentations at conferences and papers in traditional academic journals. In addition, the researchers will reach a wider audience through articles in relevant engineering disciplinary magazines, read by millions of engineers and other practitioners that will benefit from an understanding of how to make the engineering workplace a more welcoming place for diverse people.