| Abstrakt: |
Several studies have shown that women faculty leave academic institutions at higher rates than men. Yet most of these studies have not used representative samples of faculty, have not discerned between types of job-leave (distinguishing, for instance, turnover from attrition), and have not explained the gender difference in job leaving. In the present study, we address these shortcomings by (2) using the National Survey of Postsecondary Faculty, a nationally representative sample of faculty, distinguishing turnover from attrition, and relating family, work, and social control variables to job leave intentions to explain the gender difference. Results show that women are more likely to intend to both turnover and attrite than are men. Because we found that the factors associated with the gender differences in attrition intentions were also related to this difference in turnover intentions, we collapse these categories into one dichotomous variable, and use logistic regression to relate it to explanatory factors. Results from this model show that perceptions of how female faculty are treated and part-time vs. full-time status explain the gender gap in job leave intentions. Moreover, we find that associations between work, family, and social control factors and job leaving do not vary by gender. [ABSTRACT FROM AUTHOR] |
