Perceptions of Work/Life Conflict in Academia: Organizational, Interactional, and Individual Predictors Helen Mederer, Karen Stamm, Faye Boudreaux-Bartles,

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Presentation transcript:

Perceptions of Work/Life Conflict in Academia: Organizational, Interactional, and Individual Predictors Helen Mederer, Karen Stamm, Faye Boudreaux-Bartles, Lisa Harlow, Marimer Santiago Barb Silver, University of Rhode Island ADVANCE Project

Work/Life Conflict The pipeline may be getting leakier in academia (Mason, Goulden, and Frasch, 2009) 8,000 doctoral students in UC system A Cultural Contradiction: the ideal worker versus the ideal family

NSF ADVANCE Institutional Transformation Program at the University of Rhode Island Recruitment:Faculty Fellows Program Retention (Climate Change): Faculty Development Work/Life Program Mentoring

Informed by 3-Level Model of Organizational Processes: Chilly Climate operates on three levels: Institutional Interactional Individual IT initiatives targeted at each level

ADVANCE Climate Survey 2004 & results N = 129 female; 110 male faculty Response rate: 37.5%; 56% female faculty; 27% male faculty Half from STEM fields Rank: 24% Assistant 22% Associate 46% Full 8% other appointments

Work/Life Conflict (coefficient alpha=.73) (adapted from Families and Work Institute National Study of the Changing Work Force) How often have you not had enough time for your family or other important people in your life because of your job at URI? How often has your job kept you from concentrating on important things in your family or personal life? How often has your family or your personal life drained you of the energy you needed to do your job? How often have you found enough tie for your job a well as for your family or personal life? Overall, how much do your job and your life off the job interfere with each other?

Work/life Conflict Gender (n.s.) Rank** Number of children (n.s.) Individual: influence/efficacy (n.s.) Interactional: perception of gender equity* positive departmental leadership (n.s.) Organizational: resource satisfaction* attitudes about mentoring (n.s.) perceptions of discrimination (n.s.) Final Step of Hierarchial Multiple Regression Predicting Work/Life Conflict *p<.05 **p<.01 F (9,148 )= 3.6, p<.0001 R 2 = 18%