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Science and Engineering Ph.D. Students' Career Outcomes, by Gender.

Conti A, Visentin F - PLoS ONE (2015)

Bottom Line: These gender differences persist after accounting for Ph.D.s' and their supervisors' characteristics.Restricting the analysis to Ph.D.s who pursued postdoc training, women are less likely than men to be employed in highly ranked universities, even after controlling for their research outputs.Finally, we find gender differences in Ph.D.s' appointment to professorship, which are explained by the Ph.D.s' publication output and the quality of their postdoc training.

View Article: PubMed Central - PubMed

Affiliation: Scheller College of Business and RCEA, Georgia Institute of Technology, Atlanta, Georgia, United States of America.

ABSTRACT
We examine differences in the careers of men and women Ph.D.s from two major European universities. Having performed regression analysis, we find that women are more likely than men to be employed in public administration when the alternatives are either academia or industry. Between the latter two alternatives, women are more likely to be employed in academia. These gender differences persist after accounting for Ph.D.s' and their supervisors' characteristics. Gender gaps are smaller for Ph.D.s with large research outputs and for those who conducted applied research. Restricting the analysis to Ph.D.s who pursued postdoc training, women are less likely than men to be employed in highly ranked universities, even after controlling for their research outputs. Finally, we find gender differences in Ph.D.s' appointment to professorship, which are explained by the Ph.D.s' publication output and the quality of their postdoc training.

No MeSH data available.


Related in: MedlinePlus

Cumulative incidence functions for appointment to professorship.We report the proportions of male (dashed line) and female (solid line) postdocs who have become assistant professors. The cumulative incidence functions represented in Panel A are derived by estimating Eq (3). We control for Ph.D. demographic and predetermined characteristics, Ph.D. number of publications and involvement in applied projects, supervisor characteristics, labor market characteristics at graduation and at time t, university-research field fixed effects, and graduation-year fixed effects. The cumulative incidence functions represented in Panel B differ from those in Panel A in that we control for the characteristics of a Ph.D.’s postdoc training.
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pone.0133177.g005: Cumulative incidence functions for appointment to professorship.We report the proportions of male (dashed line) and female (solid line) postdocs who have become assistant professors. The cumulative incidence functions represented in Panel A are derived by estimating Eq (3). We control for Ph.D. demographic and predetermined characteristics, Ph.D. number of publications and involvement in applied projects, supervisor characteristics, labor market characteristics at graduation and at time t, university-research field fixed effects, and graduation-year fixed effects. The cumulative incidence functions represented in Panel B differ from those in Panel A in that we control for the characteristics of a Ph.D.’s postdoc training.

Mentions: Fig 5 plots the cumulative incidence functions derived from estimating Eq (3). These functions give the proportion of Ph.D.s at time t who have become assistant professors, but could have transitioned into any other occupation. Standard errors are clustered around Ph.D.s. In Panel A, we exclude from the covariates in Eq (3) the characteristics of a Ph.D.’s postdoc training, namely the yearly number of articles published and the rank of the postdoc university. The difference between men (dashed line) and women (solid line) in appointment to professorship is large and statistically significant (p-value = 0.05). In Panel B, we include the characteristics of a Ph.D.’s postdoc training and, this time, the gender gap is no longer significant at conventional levels. However, given the p-value of 0.14, we cannot completely rule out the existence of a gender gap in a Ph.D.’s appointment to professorship.


Science and Engineering Ph.D. Students' Career Outcomes, by Gender.

Conti A, Visentin F - PLoS ONE (2015)

Cumulative incidence functions for appointment to professorship.We report the proportions of male (dashed line) and female (solid line) postdocs who have become assistant professors. The cumulative incidence functions represented in Panel A are derived by estimating Eq (3). We control for Ph.D. demographic and predetermined characteristics, Ph.D. number of publications and involvement in applied projects, supervisor characteristics, labor market characteristics at graduation and at time t, university-research field fixed effects, and graduation-year fixed effects. The cumulative incidence functions represented in Panel B differ from those in Panel A in that we control for the characteristics of a Ph.D.’s postdoc training.
© Copyright Policy
Related In: Results  -  Collection

License
Show All Figures
getmorefigures.php?uid=PMC4526637&req=5

pone.0133177.g005: Cumulative incidence functions for appointment to professorship.We report the proportions of male (dashed line) and female (solid line) postdocs who have become assistant professors. The cumulative incidence functions represented in Panel A are derived by estimating Eq (3). We control for Ph.D. demographic and predetermined characteristics, Ph.D. number of publications and involvement in applied projects, supervisor characteristics, labor market characteristics at graduation and at time t, university-research field fixed effects, and graduation-year fixed effects. The cumulative incidence functions represented in Panel B differ from those in Panel A in that we control for the characteristics of a Ph.D.’s postdoc training.
Mentions: Fig 5 plots the cumulative incidence functions derived from estimating Eq (3). These functions give the proportion of Ph.D.s at time t who have become assistant professors, but could have transitioned into any other occupation. Standard errors are clustered around Ph.D.s. In Panel A, we exclude from the covariates in Eq (3) the characteristics of a Ph.D.’s postdoc training, namely the yearly number of articles published and the rank of the postdoc university. The difference between men (dashed line) and women (solid line) in appointment to professorship is large and statistically significant (p-value = 0.05). In Panel B, we include the characteristics of a Ph.D.’s postdoc training and, this time, the gender gap is no longer significant at conventional levels. However, given the p-value of 0.14, we cannot completely rule out the existence of a gender gap in a Ph.D.’s appointment to professorship.

Bottom Line: These gender differences persist after accounting for Ph.D.s' and their supervisors' characteristics.Restricting the analysis to Ph.D.s who pursued postdoc training, women are less likely than men to be employed in highly ranked universities, even after controlling for their research outputs.Finally, we find gender differences in Ph.D.s' appointment to professorship, which are explained by the Ph.D.s' publication output and the quality of their postdoc training.

View Article: PubMed Central - PubMed

Affiliation: Scheller College of Business and RCEA, Georgia Institute of Technology, Atlanta, Georgia, United States of America.

ABSTRACT
We examine differences in the careers of men and women Ph.D.s from two major European universities. Having performed regression analysis, we find that women are more likely than men to be employed in public administration when the alternatives are either academia or industry. Between the latter two alternatives, women are more likely to be employed in academia. These gender differences persist after accounting for Ph.D.s' and their supervisors' characteristics. Gender gaps are smaller for Ph.D.s with large research outputs and for those who conducted applied research. Restricting the analysis to Ph.D.s who pursued postdoc training, women are less likely than men to be employed in highly ranked universities, even after controlling for their research outputs. Finally, we find gender differences in Ph.D.s' appointment to professorship, which are explained by the Ph.D.s' publication output and the quality of their postdoc training.

No MeSH data available.


Related in: MedlinePlus