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AAUP bulletin : quarterly publication of the American Association of University Professors最新文献

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Efficiency and Equity: The Single Salary Schedule in Public Higher Education. 效率与公平:公立高等教育单一薪酬表。
Marion S. Beaumont
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引用次数: 3
Correspondence: ERA Boycott 通信:ERA抵制
R. Fuchs
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引用次数: 0
The "Part" in Part-Time Wages 兼职工资中的“部分”
H. Tuckman, W. D. Vogler
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引用次数: 15
Pockets of "Poverty" in the Salaries of Academic Women 学术女性薪酬中的“贫困”现象
J. Tanur, R. Coser
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引用次数: 4
Academic Recommendations: Males and Females as Judges and Judged. 学术推荐:男性和女性作为评委和被评委。
J. Farley
That letters of recommendation might differ systematically according to the sex of the writer and the sex of the person recommended seems logical. Dipboye and colleagues1 have shown that raters' evaluations of applicants' r£sum6s are affected by sex and physical attractiveness; Schmitt and Hill2 have demonstrated that ratings of women appear to vary according to the proportion of men in the evaluating group; Cecil8 has shown that raters emphasize different criteria when they evaluate male and female candidates. Evidence from studies by Norton et al4 and Frank and Drucker5 suggests that women are less lenient raters than men are; Simpson6 has documented a clear bias, among academics, against women candidates. Lunneborg and Lillie7 show that the dossiers of 12 per cent of the male candidates in their sample contained sexist comments while such comments were found in the dossiers of 29 per cent of the female candidates. Hoffman8 found instance after instance of irrelevant and negative comment about women. Solmon9 also documents horrifying examples. Between 1972 and 1977, some colleagues in a women's studies program at a major university had an opportunity to examine a great many dossiers for women and for men in the course of recruiting in a variety of fields. The requirements were spelled out clearly in the job descriptions: the appointees would teach and do research both in the women's studies program and in a traditional department. The Model
根据写信人的性别和推荐人的性别,推荐信可能会有系统的不同,这似乎是合乎逻辑的。Dipboye和他的同事已经证明,评分者对申请者的收入的评价受到性别和外表吸引力的影响;施密特和希尔已经证明,对女性的评分似乎随着评估组中男性的比例而变化;Cecil8已经表明,评分者在评估男性和女性候选人时强调不同的标准。诺顿等人、弗兰克和德鲁克等人的研究证据表明,女性的评分不像男性那么宽松;《辛普森》记录了学术界对女性候选人的明显偏见。Lunneborg和Lillie7表明,在他们的样本中,12%的男性候选人的档案中含有性别歧视的评论,而在29%的女性候选人的档案中发现了这类评论。霍夫曼发现了一个又一个与女性无关的负面评论。所罗门也记录了一些可怕的例子。1972年至1977年间,一所重点大学女性研究项目的一些同事有机会在各个领域的招聘过程中,研究了大量女性和男性的档案。职位描述中明确规定了要求:被任命者将在女性研究项目和传统院系任教和做研究。该模型
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引用次数: 6
Correspondence: Efficiency and Equity 通信:效率与公平
M. Jonas
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引用次数: 0
College Grades: What Do Professors Intend to Communicate to Whom?. 大学成绩:教授想和谁沟通什么?
P. Lunneborg
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引用次数: 11
Correspondence: Professor Beaumont Replies 通信:博蒙特教授回复
Marion S. Beaumont
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引用次数: 0
Correspondence: Research Libraries 通信:研究图书馆
P. Marks
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引用次数: 0
Report of Committee W, 1976-77 W委员会的报告,1976-77年
M. Gray
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引用次数: 0
期刊
AAUP bulletin : quarterly publication of the American Association of University Professors
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