TPC-Journal-V4-Issue4
The Professional Counselor \Volume 4, Issue 4 342 in their study of women faculty members in counselor education. Also, Pruitt, Johnson, Catlin, and Knox (2010) found that women counseling psychology associate professors who were seeking promotion to full professor indicated that having the support of a current mentor was helpful. Compared to men, women typically place a higher value on a supportive work environment and may often find these types of relationships through service- oriented work in the institution (Bird et al., 2004; Kimball et al., 2001). Presence of women in the field and the decision to pursue a doctorate. Women are more likely to leak from the educational pipeline before doctoral completion, and they still earn less than men in the world of work (Ülkü-Steiner et al., 2000; Winkler, 2000). Ülkü-Steiner et al. (2000) found that the mere presence of women faculty in any academic department bolstered career commitment and academic self-concept for men and women doctoral students. Similarly, Winkler (2000) reported that women academicians benefit from relationships with female students and that female students tend to graduate more quickly when female faculty are present within the department. However, because women tend to be underrepresented as faculty members in general, there is an overall shortage of role models for women wishing to pursue doctoral education and become academicians themselves (August & Waltman, 2004; Harper et al., 2001). Work and family issues: Parenthood, marriage and division of responsibility . Springer et al. (2009) and Lynch (2008) discussed the unique role conflicts that occur early in the pipeline for women graduate students who also are mothers. These women often find themselves caught between their desire to excel in graduate school and to be a mother, and also experience challenges with respect to finding peer support from their non- mother peers. Wolfinger, Mason, and Goulden (2008) conceptualized family and marriage as having a direct effect on the leaky pipeline when women are trying to earn tenure. Generally speaking, when family issues and domestic responsibilities are at stake, women academics receive less support from their male partners than men academics do from their female partners (Bird et al., 2004). However, evidence for the effect that children and marriage have on scholarly productivity paints a different picture. Winkler (2000) reviewed the literature and found that though women on the whole publish less than men, single women are less productive in publication than married women. Krefting (2003) reported that “neither marriage nor parenthood seems to affect women’s productivity (or men’s, Valian, 1998)” (p. 264). Conclusion of Part II: Pipeline Influences. This section discussed the themes and variables that are relevant to women’s experiences in the pipeline as graduate students and as academicians. The final section addresses key outcomes. Part III: Pipeline Outcomes The following section examines academic women’s career outcomes and satisfaction as well as institutional responses to women’s issues. The literature search for this section included the search terms women’s career satisfaction , women in academia , and university (or college) response . Women’s career outcomes and satisfaction. As discussed previously, fewer women are granted tenure than their male counterparts. As one travels through the pipeline, chances of leaking out are greater for women at all stages of their career than for men (Mason & Goulden, 2004; Winkler, 2000; Wolfinger et al., 2008). In August and Waltman’s (2004) study, women’s career satisfaction was predicted by “departmental climate; the quality of student relationships and such related activities as mentoring and advising students . . . ; a supportive relationship with the unit chairperson; and the level of influence within the department or unit” (p. 187). In addition, for tenured women faculty, “comparable salary and the importance of departmental influence” rose to the forefront (p. 187). Harper et al. (2001) found that both tenured and tenure-track women were “least satisfied
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