GSE/RES: Understanding Gender Differences in Turnover and Retention in Engineering Careers

GSE/RES：了解工程职业中流动率和保留率的性别差异

• 批准号: 1136264
• 负责人: Nadya Fouad
• 金额: $ 52.11万
• 依托单位: University of Wisconsin-Milwaukee
• 依托单位国家: 美国
• 项目类别: Standard Grant
• 财政年份: 2012
• 资助国家: 美国
• 起止时间: 2012-05-15 至 2016-10-31
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=1136264&HistoricalAwards=false
• 关键词: GSE; RES; Understanding; Gender; Differences

Intellectual Merit: The University of Wisconsin-Milwaukee proposes two studies to examine attrition and persistence in engineering careers. Study 1 extends Fouad and Singh's previous work on women engineering alumnae from 30 universities to male engineering alumni from the same universities, using a web-based survey, allowing comparison of attrition decisions between male and female engineers with the same educational preparation. The survey will use a modified Social Cognitive Career Theory (SCCT) model to assess three domains of self-efficacy, three domains of outcome expectations, interests, workplace supports and barriers, job attitudes (satisfaction and commitment), cognitive and psychological withdrawal, and intentions of leaving the career or profession. Study 2 will focus on only those men and women engineers who are currently working in engineering to identify factors that influence their decisions to stay in engineering, and differences in how men and women become embedded in their careers. Job Embeddedness (JE) theory will be incorporated into the modified SCCT model as a moderator of intentions to leave. Study 2 will also use a web-based survey with members of professional engineering societies to examine self efficacy, workplace supports and barriers, job attitudes (satisfaction and commitment), job embeddedness, work engagement, cognitive and psychological withdrawal, and intentions of leaving the career or profession. Broader Impacts: The results will offer important new insights into the distinctive and specific needs of both men and women engineers that can help organizations in designing effective career development and other work-life programs that will aid their retention efforts. Specific recommendations will be developed that will help engineers feel more connected to their profession as engineers and to their organization, thereby aiding their retention in the profession. In addition, such interventions could enhance multiple types of efficacy, job and career satisfaction, and minimize withdrawal cognitions, thereby potentially altering the trajectory of departure choices. The findings may also be used to identify strategic decision points and career stages at which interventions need to be tailored and specifically targeted to increase retention in engineering careers. The findings will also have practical guidance to educational institutions to help them better prepare students for engineering careers.

智力优势：威斯康星大学密尔沃基分校提出了两项​​研究来检验工程职业中的消耗和坚持。 研究 1 使用基于网络的调查，将 Fouad 和 Singh 之前针对 30 所大学的女性工程校友的研究扩展到同一所大学的男性工程校友，从而可以比较具有相同教育准备的男性和女性工程师之间的减员决策。该调查将使用改进的社会认知职业理论（SCCT）模型来评估自我效能的三个领域，即结果期望、兴趣、工作场所支持和障碍、工作态度（满意度和承诺）、认知和心理退缩三个领域，以及离开该职业或职业的意图。研究 2 将仅关注那些目前在工程领域工作的男性和女性工程师，以确定影响他们留在工程领域的决定的因素，以及男性和女性在职业生涯中融入方式的差异。工作嵌入（JE）理论将被纳入修改后的 SCCT 模型中，作为离职意向的调节因素。研究 2 还将对专业工程协会的成员进行一项基于网络的调查，以检查自我效能、工作场所支持和障碍、工作态度（满意度和承诺）、工作嵌入性、工作投入、认知和心理退缩以及离开工作的意图。职业或职业。更广泛的影响：研究结果将为男性和女性工程师的独特和具体需求提供重要的新见解，帮助组织设计有效的职业发展和其他工作生活计划，以帮助他们留住人才。我们将制定具体的建议，帮助工程师感受到与工程师职业和组织的联系更加紧密，从而有助于他们留在该行业。此外，此类干预措施可以提高多种类型的效率、工作和职业满意度，并最大限度地减少退缩认知，从而有可能改变离职选择的轨迹。研究结果还可用于确定需要定制干预措施并专门针对提高工程职业保留率的战略决策点和职业阶段。研究结果还将为教育机构提供实际指导，帮助他们更好地为学生的工程职业做好准备。