Development, implementation, and evaluation of a science learning community for underrepresented students
Autor/in:
Garrett-Ruffin, Sherona; Martsolf, Donna S.
Quelle: Journal of women and minorities in science and engineering, Vol. 11 (2005) No. 2, S. 197-208
Inhalt: "Recruiting women, minorities, and first-generation students into the sciences, and retaining these students, is a challenge at many universities. Learning communities have been used in many university settings to promote the retention of students from the 1st to the 2nd year. The Science Learning Community (SLC) at Kent State University was developed to help minority and first-generation college students succeed in biology, chemistry, and nursing majors. Inaugurated in 2002, the SLC had 22 members in the first cohort and 22 members in the second. Each cohort lived in one residence hall, shared cocurricular activities - including mandatory study sessions and supplemental instruction, and attended the same sections of English and science classes during the 1st year. At the conclusion of year 1, retention rates for SLC students were compared to three control groups matched for gender, minority status, ACT score, and course registration. Students in the SLC were retained at a higher rate than control group members (82.6% compared with 73.7% for the first cohort; 81.8% compared with 79.3% for the second cohort) and expressed high satisfaction with the SLC experience during exit interviews." (author's abstract)
Quelle: Journal of women and minorities in science and engineering, Vol. 8 (2002) No. 3-4, S. 285-303
Inhalt: "This article describes a study of the National Science Foundation's Program for Women and Girls (PWG) (now called the Program for Gender Equity in Science, Mathematics, Engineering, and Technology) conducted by the Urban Institute between 1998 and 2000. The study assessed the PWG's contributions to the field of science, mathematics, engineering, and technology (SMET) education and gender equity. The study found that the PWG successfully effected both positive, short-term changes in human capital and long-term changes in knowledge capital and social capital resources to improve equity in SMET." (author's abstract)
A history of funding for women's programs at the national science foundation : from individual POWRE approaches to the advance of institutional approaches
Autor/in:
Rosser, Sue V.; O'Neil Lane, Eliesh
Quelle: Journal of women and minorities in science and engineering, Vol. 8 (2002) No. 3-4, S. 327-346
Inhalt: "The biennial reports on women, minorities, and persons with disabilities produced by the National Science Foundation (NSF) because of congressional mandate laid the statistical foundation for NSF initiatives to redress the underrepresentation of these groups. Programs established in the 1980s such as Research Opportunities for Women, Visiting Professorships for Women, Graduate Fellowships for Women, and Career Advancement Awards provided support to individual women for their research. In the 1990s, the NSF also began to focus on systemic initiatives, creating the Program for Women and Girls, although it continued to address the problem through support of individual researchers in the newly created Professional Opportunities for Women in Research and Education (POWRE) initiative. The responses from more than 400 awardees during the 4 years of POWRE provide insights into the current issues these women perceive surrounding their grants, funding, and interactions with NSF bureaucracy and staff members. The results of the POWRE survey support the institutional, systemic thrust of the NSF's new ADVANCE initiative to attempt to solve problems such as balancing career and family that cannot be addressed solely by supporting research projects of individual female scientists and engineers." (author's abstract)
CEWS Kategorie:Fördermaßnahmen, Studium und Studierende
Dokumenttyp:Zeitschriftenaufsatz
Effects of gender on engineering career commitment
Autor/in:
Barker, Anne M.
Quelle: Journal of women and minorities in science and engineering, Vol. 7 (2001) No. 2, S. 125-152
Inhalt: "Engineering has been one of the most difficult fields for 'women to enter and in
which to succeed. Although the percentage of female engineers has Increased, women
are still seriously underrepresented in the workforce. This study examined the effect
offender on career commitment, success, satisfaction, and involvement in engineering,
and the effect of personality and work environment on these variables. Alumni from
an engineering school in the northeastern United States were surveyed. The questionnaire
was analyzed using statistical and descriptive methods to determine relationships
among these variables. Women's commitment scores were lower than men's when controlled
for other variables, including satisfaction and involvement. Men had longer tenure
as engineers than women, even when controlled for year of graduation, professional
engineering status, and number of children. Women did not leave engineering in different
proportions than men, but they did earn significantly less despite controlling for
year of graduation and number of hours worked weekly. Some gender differences in workplace
experience were also found, including having colleagues act protectively, being mistaken
for secretaries, and seeing men progress faster in their careers than equally qualified
women." (author's abstract)|
Sociological factors influencing the organizational justice perceptions of women in information technology
Autor/in:
Parzinger, Monica J.; Lemons, Mary A.
Quelle: Journal of women and minorities in science and engineering, Vol. 7 (2001) No. 1, S. 133-144
Inhalt: "There is a tremendous shortage of information technology (IT) talent in the United States today. Reports suggest that the demand for such talent will continue to increase. Despite the need for qualified personnel, women are underrepresented in this field. Those entering the profession often leave. This article discusses possible sociological factors influencing the number of women entering a career in information technology and their advancements to management positions. The relationship of these variables with perceptions of organizational justice in career advancement is considered. Members of Systers, an on-line forum for women in technology, were surveyed and the results are presented." (author's abstract)