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How and to what extent are women and...

Chang, Flora Chia-I.

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How and to what extent are women and men treated differently in faculty hiring in Taiwan.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	How and to what extent are women and men treated differently in faculty hiring in Taiwan./
作者:	Chang, Flora Chia-I.
出版者:	Ann Arbor : ProQuest Dissertations & Theses, : 1995,
面頁冊數:	169 p.
附註:	Source: Dissertation Abstracts International, Volume: 56-10, Section: A, page: 3846.
Contained By:	Dissertation Abstracts International56-10A.
標題:	Higher education. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=9602826

How and to what extent are women and men treated differently in faculty hiring in Taiwan.
Chang, Flora Chia-I.

How and to what extent are women and men treated differently in faculty hiring in Taiwan. - Ann Arbor : ProQuest Dissertations & Theses, 1995 - 169 p.

Source: Dissertation Abstracts International, Volume: 56-10, Section: A, page: 3846.

Thesis (Ed.D.)--Stanford University, 1995.

The purpose of this study is to analyze empirically how and to what extent women and men are treated differently in faculty hiring in the higher education system of Taiwan. The study posits that because of the relative attractiveness of the university teaching occupation in Taiwan, male faculty members perceive that their interest is best served if women, because of their lower status characteristics, are kept out of the faculty as far as possible. Women may be kept out through the mechanisms of the social/information network and/or biased evaluation of women applicants' competence, these two mechanisms together may lead to persistent gender discrimination against women in faculty hiring in Taiwan.Subjects--Topical Terms:

641065
Higher education.

How and to what extent are women and men treated differently in faculty hiring in Taiwan.
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100 1 $a Chang, Flora Chia-I. $3 636560
245 1 0 $a How and to what extent are women and men treated differently in faculty hiring in Taiwan.
260 1 $a Ann Arbor : $b ProQuest Dissertations & Theses, $c 1995
300 $a 169 p.
500 $a Source: Dissertation Abstracts International, Volume: 56-10, Section: A, page: 3846.
500 $a Adviser: Myra H. Strober.
502 $a Thesis (Ed.D.)--Stanford University, 1995.
520 $a The purpose of this study is to analyze empirically how and to what extent women and men are treated differently in faculty hiring in the higher education system of Taiwan. The study posits that because of the relative attractiveness of the university teaching occupation in Taiwan, male faculty members perceive that their interest is best served if women, because of their lower status characteristics, are kept out of the faculty as far as possible. Women may be kept out through the mechanisms of the social/information network and/or biased evaluation of women applicants' competence, these two mechanisms together may lead to persistent gender discrimination against women in faculty hiring in Taiwan.
520 $a The focus of the investigation was gender-based discrimination at the resume-evaluation stage of the hiring process. Data for the study were collected using a survey questionnaire. A set of ten fictitious job resumes, along with a survey questionnaire was mailed to selected current department chairs, former department chairs, and professors who were on hiring ad hoc committees in the 11 fields of study in 33 higher educational institutions in Taiwan. A total of 404 participants received questionnaires; 200 received Form 1 and 204 received Form 2. With 307 questionnaires returned, there were 24 questionnaires that came back unanswered or incomplete; the remaining 283 resulted in a valid response rate of 70 percent.
520 $a The results showed that first, the candidate's publications and education were stated as the most important criteria in faculty hiring in Taiwan. Second, no gender difference was found in rating the applicant's hirability when both genders had identical academic qualifications. Finally, the selected respondent characteristics in this study did not seem to show a consistent pattern of strong gender preference in faculty hiring, at least in the resume-evaluation stage.
520 $a More complex resumes need to be designed to further confirm and strengthen the findings of this study. Moreover, resume-screening is only the preinterview stage of the faculty recruitment process. Other stages of the hiring processes should also be studied in order to have a more comprehensive understanding of a possible discrimination problem.
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792 $a 1995
793 $a English
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