Presidential Address: The Faculty Time Divide

The time demands of academic life are examined, drawing on data from a large national sample of faculty. I outline the divide between full-time faculty, who work long hours irrespective of rank or institution type, and part-time faculty, who work at low pay with little job security, status, recognition, or fringe benefits. The expectations of academic life in dual-career couples are hard to reconcile with the demands of parenting. This is a common problem because assistant professors are generally too old to wait until they have tenure to have children. The segmentation of academic life into an overworked core and a marginalized periphery tends to perpetuate gender inequality.     

Realistic Major Previews in the School‐to‐College Transition of Italian High School Students

Industrial/organizational researchers have reported that realistic job previews diminish prospective workers' expectations but promote the satisfaction and persistence of those who ultimately accept a job assignment. The authors applied this strategy to the context of school‐to‐college transition; 354 Italian high school students were provided with a 2‐hour lecture designed to simulate exposure to a college major of their choice. Students showed moderate pre‐post increases in subject matter knowledge but reported small decreases in interests and outcome expectations (but not self‐efficacy) related to the academic major to which they were exposed.     

Intertwining Gender Inequalities and Gender‐neutral Legitimacy in Job Evaluation and Performance‐related Pay

This article analyses the intertwining inequalities in wage determination and the gender‐neutral legitimacy that pay systems provide by masking these inequalities. Job evaluation and performance‐related pay were originally designed for purposes other than promoting equal pay, namely as managerial tools for determining wage levels. Typically, the main objective of a pay system is not to promote equal pay. Still, as a tool for assessing the value of work, job evaluation is regarded as a central method in promoting equal pay. The use of job evaluation is recommended by the European Commission and the International Labour Organization, and often features in gender‐equality policy and legislation. In contrast with the status of job evaluation, little research exists on performance‐related pay and gender pay equity. The findings show that the wages determined by pay systems reflect gendered cultural valuations of jobs and occupations. Pay systems provide gender‐neutral legitimacy for gender‐based wage disparities.     

Gender Differences in Time Use Among Adolescents in Developing Countries: Implications of Rising School Enrollment Rates

This comparative analysis of gender differences in time use among adolescents uses surveys from five developing countries and is motivated by an interest in gender role socialization and gendered patterns of behavior during adolescence. Exploring differences in work (both noneconomic household work and labor market work) and leisure time among adolescents according to school enrollment status, we examine the implications of school enrollment for adolescent development. Consistent differences in time use patterns exist between students and nonstudents across a range of settings. Students spend many fewer hours than nonstudents in work activities and the type of work they do is primarily domestic. Although females carry a heavier workload and enjoy less leisure time than males during their adolescent years regardless of enrollment status, the distribution of their time and the types of activities they participate in are much more similar to their male peers when they are students.     

Gender Role Expectations of Juveniles*

This paper discusses the development of two five-item Likert scales that classify juveniles' gender role expectations as highly traditional to nontraditional. One is composed of behavioral expectations that juveniles define as traditionally feminine and the other is composed of expectations they define as traditionally masculine. With a sample of junior and senior high school students, correlational and factor analyses of scale items were conducted to assess the validity of the assumptions of bipolarity and unidimensionality common in theoretical conceptualizations of gender roles. The results suggest that feminine and masculine role expectations are not bipolar opposites and do not form a unidimensional continuum.     

Men in Traditional and Nontraditional Careers: Gender Role Attitudes,Gender Role Conflict,and Job Satisfaction

Men established in traditional (mechanical engineering, n = 100) and nontraditional (elementary school counseling, n = 100) careers were compared on their career compromise choices (sex type vs. prestige), adherence to masculinity ideology, gender role conflict, and job satisfaction. The engineers tended to choose sex type over prestige; the school counselors indicated a clear preference for prestige. The engineers reported more traditional gender role attitudes. The gender role variables had little predictive value for the career compromise choices. The Gender Role Conflict Scale (J. M. O'Neil, B. J. Helms, R. K. Gable, L. David, & L. S. Wrightsman, 1986) Conflict Between Work and Family Relations subscale predicted job satisfaction for both groups.     

Gender differences in the roles and functions of inpatient psychiatric nurses

This study explored the difference between male and female psychiatric nurses' job performance and job satisfaction levels on an acute care inpatient unit. The amount of time male (n = 28) and female (n = 45) nurses spent on 10 specific functions and roles during a shift were observed and recorded. The nurses also self-rated the amount of time they spent on these specific functions and roles. The observed and self-rated functions were then correlated with job satisfaction. Female nurses were observed and self-rated as spending significantly more time on patient care activities, and these activities were significantly correlated with higher job satisfaction levels. Male nurses who self-rated spending more time on patient care activities had significantly lower job satisfaction scores. Findings confirm the concepts from social role theory that gender identity and expectations influence job performance in psychiatric nursing. The results offer insight for increasing job satisfaction and recruitment/retention efforts.     

Work–Family Balance and Tenure Reasonableness: Gender Differences in Faculty Assessment

Abstract

Perceptions of work–family balance and of the reasonableness of tenure expectations are key faculty retention factors. Using a national job satisfaction survey with 2438 tenure-track assistant professors, we explore whether faculty assessment of departmental and institutional support for family–work balance and their satisfaction with family-friendly policies influence their perceptions of the reasonableness of tenure expectations. We pay attention to the importance of gender in our models. Results reveal that women are less likely than men to report tenure expectations as scholars are reasonable and that departments and institutions are supportive of family–work balance. Departmental support for family–work balance, caring for an ill family member, satisfaction with family-friendly policies, and workload have the strongest association with reasonableness. Satisfaction with family-friendly policies has a significant relationship with reasonableness of tenure expectations only for faculty with family care responsibilities. Implications for family-friendly policies and practices in academia are discussed.     

A Cultural Challenge for School Administrators

The job of a school administrator has changed over time from one of primarily administrative processes and functions to that of competencies and proficiencies. Incorporated within these competencies and proficiencies is the ability to understand the aspects of group dynamics, group and individual process skills, collaborative action, team building and, of course, cultural diversity. However, the understanding that cultural diversity exists at a school is not enough; the school administrator must understand the characteristics and expectations of the different cultural groups within the school community, including faculty, parents, and students. The Administrator must also develop a proactive strategy to address any potential "cultural" conflicts and misunderstanding that might arise. This paper reviews and introduces the reader to current research about individualism and collectivism as two important and diverse types of cultural characteristics through defining "culture", presenting the characteristics of individualistic and collectivist societies, addressing the importance of the school administrator understanding cultural differences, and presenting of effective tips for the school administrator to use in improving school-community understanding between cultures.     

Gender,Pay and Work Satisfaction at a UK University

This article examines a modern, former polytechnic granted the status of university in 1992, to illustrate the state gender pay gap in the UK and suggests that to talk of the state pay gap is too simplistic as it does not take into account variations in the size of the pay gap in different job grades. The article also examines satisfaction levels with pay for two groups of staff, administrative and academic and shows how satisfaction with pay, promotion and conditions also varies between the grades. Previous research that concluded that women are more satisfied with their pay than men is, again, too simplistic as it does not consider the affect of staff grade. The article argues that there is a link between the size of the pay gap, staff grade, occupational gender segregation and expressing dissatisfaction.     

Uncertainty,Doubts, and Delays: Economic Circumstances and Childbearing Expectations Among Emerging Adults

Fertility, or childbearing, expectations have been increasingly identified as an important area of research, at least in part because expectations may help us to understand family issues of concern across the globe such as unintended pregnancies, low fertility, and delayed childbearing. While much research has focused on the link between expectations and behavior, this study extends the literature by asking how those expectations were shaped initially. Specifically, we explore how one’s economic context is related to expectations. This paper further extends the literature by focusing on two dimensions of the parenthood expectations of young people (men and women aged 18–27). Using the 2005, 2007, 2009, and 2011 waves of the Panel Studies of Income Dynamics (PSID) Transition to Adulthood (TA) sample, we considered whether young people expected to have children in the future and, for those who did, when they expected to do so. The results support financial-strain theories of the relationship between (subjective and objective) economic circumstances and childbearing expectations. Women and men with lower earnings, less education, and more worries about their future job prospects are more uncertain whether they will have children. Of those who expect to have children, those with more education and more worries expect to do so later in life. Further analyses reveal that race and gender condition these relationships.     

GENDER DIFFERENCES IN JOB SATISFACTION

This article analyzes gender differences in job satisfaction among full-time workers. Why do women report equal or greater job satisfaction than men in spite of objectively inferior jobs? Analysis reveals few differences between men and women in the determinants of job satisfaction when considering job characteristics, family responsibilities, and personal expectations. Little support is found for theories that men and women: (1) focus on different aspects of work in arriving at a given level of job satisfaction; (2) differentially condition their job satisfaction according to the extent of their family responsibilities; and (3) employ different personal expectations in evaluating their jobs. Two alternative explanations for women's relatively positive job attitudes are considered. First, women may arrive at a higher level of job satisfaction than men by using different comparison groups. Second, men may be more willing to verbalize dissatisfaction with work because of different socialization. The most likely explanation is that these processes operate in conjunction to produce greater reported job satisfaction among women.     

Injuries to Swedish school pupils: Distribution and patterns by type of school and type of municipality

The study examines the distribution of injuries and their patterns among Swedish school pupils. Data were gathered from an injury register created during the school year 1996/97, with the help of 79 schools and using a standardized registration form. Injury ratios (IRs) by gender, type of municipality, and type of school were measured all injuries aggregated and for five injury patterns. IRs did not vary much by gender, but showed considerable variation by type of school and type of municipality. A strong association was found between injury pattern and gender. Taken as a whole, the findings shed light on the circumstances under which school injuries are incurred. They suggest that targets for prevention may vary by gender, school level and, to some extent, by type of municipality. The extent to which the findings are generalizable is uncertain.     

Young children's career aspirations: Gender differences,STEM ambitions,and expected skill use

This study examines young children's career aspirations, gender differences in those aspirations, and children's perceptions of the amount of math and science used in careers. We asked 1634 students in first to third grades what job they wanted in the future and how much they thought they would use math or science in it. Career aspirations were sorted into 27 career categories, of which 12 showed significant gender differences. Notably, boys were more likely to indicate military, manual labor, and math/computer science careers, and girls were more likely to indicate stay at home parent, education, and animal care careers. Students aspiring to science, technology, engineering, and mathematics (STEM) careers thought they would use science, but not math, more than non-STEM-aspiring students did. School counseling interventions focused on specific STEM subfields, and education highlighting links between school subjects and careers requirements may benefit students and reduce gender inequality in STEM fields.     

Variations of the same? A sectoral analysis of the gender pay gap in Germany and Austria

Germany and Austria are two countries with a comparably and persistently high gender pay gap. Further, both countries are classified as conservative welfare states where the male breadwinner model has been only partly modernized and strong corporatist structures shape working conditions. At the same time, welfare policy and provision are not only based on but also shape gender‐related norms, beliefs and assumptions that are virulent for job valuation and collective bargaining. Against this background the article analyses similarities and differences regarding the gender pay gap in Germany and Austria. While both countries show significant similarities regarding the causes for the gender pay gap, there are some differences regarding legislation and further policies with which the gender pay gap could be reduced. Arguing that the institutional framework strongly influences income opportunities for women and men, the article provides a sectoral analysis of the financial and insurance sector and the human health sector in both countries. Using qualitative data from a recent research project, it is argued that in the classification of a sector as ‘female’, the sectoral income level combined with different wage‐setting mechanisms have a crucial impact on wage inequalities between women and men.     

Was bewegt weibliche Führungsnachwuchskr?fte? – Typische berufliche Anliegen aus der Mentoringpraxis anhand von Fallgeschichten

The present work aims to illustrate mentoring processes for future women executives. Typical concerns of future women executives and how female mentors provide support in coping with these concerns are presented. Based on qualitative interviews with 5 female mentors, 18 mentoring cases were reconstructed. The analysis led to the identification of four categories of concerns: 1) job starting, job changing or career advancement 2) compatibility of job and family 3) acquisition of leadership skills 4) handling a disadvantage in the career evolution due to the gender. Nine functions were observed, which the female mentors take into consideration by handling such a case. At this juncture, it became clear that they support the mentees primarily with concrete and direct advice.     

ON GENDER GAPS AND SELF‐FULFILLING EXPECTATIONS: ALTERNATIVE IMPLICATIONS OF PAID‐FOR TRAINING

This paper presents a model of self‐fulfilling expectations by firms and households which generates multiplicity of equilibria in pay and housework time allocation for ex‐ante identical spouses. Multiplicity arises from statistical discrimination exerted by firms in the provision of paid‐for training to workers, rather than from incentive problems in the labor market. Employers' beliefs about differences in spouses' reactions to housework shocks lead to symmetric (ungendered) and asymmetric (gendered) equilibria. We find that: (1) the ungendered equilibrium tends to prevail as aggregate productivity in the economy increases (regardless of the generosity of family aid policies), (2) the ungendered equilibrium could yield higher welfare under some scenarios, and (3) gender‐neutral job subsidies are more effective that gender‐targeted ones in removing the gendered equilibrium. (JEL J16, J70, J71)     

Disadvantaged through discrimination? The role of employers in social stratification1

Sociologists have consistently demonstrated that a rather strong association exists between an individual's social class origin and their social class destination, even after controlling for educational attainment. One explanation for this persisting association which is rarely addressed in research in social stratification and mobility is the extent to which class inequalities in access to advantaged class positions are due to discrimination by employers. I set up a field experiment to test whether employers discriminate on the basis of class origin characteristics. I sent letters of job application for professional and managerial occupations to 2560 large UK companies, so as to compare the prospects of equally matched potential employees differing on a range of characteristics, some related to class of origin. The six treatment conditions in the experiment were: the name of the candidate, the type of school attended, the candidate's interests outside work, their sex, the university that they attended and their achieved degree class. Results suggest that employers do pay attention to the class origin characteristics tested here, and that candidates with a name, school type and interests associated with the social elite are more likely to receive a reply to their application than candidates with the equivalent non‐elite characteristics. However, the treatment conditions do not, on the whole, have significant effects on the employers' responses in and of themselves. Instead, employers appear to favour particular combinations of characteristics while penalising others.     

Treatment Choices in a Managed Care Environment: A Multi-Disciplinary Exploration

This article reports the results of an exploratory study to determine how managed care is influencing mental health practice from an inter-disciplinary perspective. Using two case vignettes, respondents were asked about how they would classify presenting problems and treatment strategies within the context of two scenarios: (1) managed care and its limitations, and (2) fee-for-service/private pay. Findings suggest that managed care has a significant influence on case assessment and treatment planning across the mental health disciplines. Although respondents did not favor adjusting treatment approaches to meet managed care expectations, they nevertheless did so. Findings also substantiate managed care's negative impact on earnings and job satisfaction. These preliminary results begin to address discipline-related cost effectiveness from the perspective of practitioner treatment choices and preferences and highlight the perceived incompatibility between preferred practice and the dictates of managed care.     

Waiting on Others: Gender in the Medical Waiting Room

In this article, I describe how gendered interactions and power dynamics play out in medical waiting rooms. While people are spending time idle, waiting for the next thing to happen (i.e., to check in, to see the doctor, to pay), social processes continue to occur and reinforce these gendered interactions and dynamics. Using data collected from ethnographic observations of medical waiting rooms in the Midwestern United States, this article illustrates that waiting offers another opportunity to understand the subtle ways that gendered expectations and hierarchies are perpetuated. Patients, their friends, and families do gender in medical waiting rooms through the amount of auditory and physical space they take up and the ways in which they behave and respond to the actors and expectations in this space.