巾帼不让须眉？——工科博士获得精英学术职位的性别差异研究

doi:10.16382/j.cnki.1000-5560.2023.05.007

摘要/Abstract

摘要：

随着女性受教育程度的不断提高，科学界的女性成为科研创新的重要力量，但大学尤其是研究型大学理工科中女性教师比例较低仍是一个突出问题。本文聚焦学术职业管道中的工科博士就业，力图分析精英学术职位获得中的性别差异。研究发现，绝大多数女性博士都有继续从事学术职业的意愿，并且从就业结果来看，不同性别博士获得学术岗位的概率在统计上并没有显著差异，但女性获得精英学术职位（原“211工程”高校和中科院）的几率比男性低30%。进一步，通过Oacaxa-Blinder分解可知，男性博士获得精英学术岗位的概率比女性博士高出11%，且几乎100%都被归为“模型不可解释的部分”。结合本问卷调查中有60%的女性博士认为在就业过程中受到了性别歧视对待，可谨慎认为，就业过程中的性别歧视仍以某种难以观测的方式继续存在。

关键词: 工科博士, 就业, 精英学术职位, 性别差异

Abstract:

With the continuous improvement of women’s education, women in the scientific circles have become an important force in scientific research and innovation, but the low proportion of female teachers in universities, especially in science and engineering in research universities, is still a prominent problem. This paper focuses on the employment of engineering doctors in the academic career pipeline, and tries to analyze the gender differences in the acquisition of elite academic positions. The study found that the vast majority of female doctors are willing to continue to engage in academic careers, and from the employment results, there is no statistically significant difference in the probability of male and female doctors obtaining academic posts, but the probability of women obtaining elite academic posts (formerly 211 universities and Chinese Academy of Sciences) is 30% lower than that of men. Further, according to the Oacaxa-blinder decomposition, the probability of male doctors obtaining elite academic positions is 11% higher than that of female doctors, and almost 100% are classified as “the unexplainable part of the model”. In combination with this questionnaire, 60% of female doctors believe that they have been treated with gender discrimination in the process of employment. We can cautiously infer that gender discrimination in the process of employment still exists in a way that is difficult to observe.

Key words: doctor of engineering, obtain employment, elite academic positions, gender differences

赵颖, 沈文钦, 祝军, 徐浩天. 巾帼不让须眉？——工科博士获得精英学术职位的性别差异研究[J]. 华东师范大学学报(教育科学版), 2023, 41(5): 84-97.

Ying Zhao, Wenqin Shen, Jun Zhu, Haotian Xu. Are Women No Inferior to Men: A Study on Gender Differences of Engineering Doctors in Elite Academic Positions[J]. Journal of East China Normal University(Educational Sciences), 2023, 41(5): 84-97.

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	女性		男性		性别差异（女-男）
	均值	标准差	均值	标准差	性别差异（女-男）
年龄	30.46	3.83	30.29	3.71	0.17
中共党员	0.73	0.44	0.68	0.47	0.05**
父亲职业是管理层或技术人员	0.30	0.46	0.27	0.44	0.03
是家庭第一代大学生	0.86	0.35	0.88	0.33	?0.02
前置学校是“985工程”高校或国科大	0.41	0.49	0.48	0.50	?0.07***
当前学校是“985工程”高校或国科大	0.85	0.36	0.89	0.32	?0.04**
读博是学术动机	0.70	0.46	0.81	0.39	?0.11***
就业优先考虑工资待遇	0.07	0.25	0.12	0.32	?0.05***
电子互联网相关专业	0.36	0.48	0.38	0.49	?0.02
博士论文是应用性研究	0.29	0.46	0.39	0.49	?0.10***
博士论文是企业课题	0.29	0.46	0.36	0.48	?0.07**
有境外学习经历	0.20	0.40	0.18	0.38	0.02
对导师总体满意	0.88	0.32	0.86	0.34	0.02
论文发表总指标	3.79	2.09	3.95	2.41	?0.16
对就业感到满意	0.75	0.43	0.75	0.43	0.00

		性别				比例差异（女-男）
		女性	百分比	男性	百分比	比例差异（女-男）
就业类型	高校	200	58.46%	495	55.56%	?2.90%
	科研机构	75	19.39%	248	18.98%	0.40%
	企业	43	10.64%	298	22.82%	?12.18%***
	公共部门	30	7.33%	53	4.06%	3.27%***
	博士后	75	13.00%	252	15.95%	?2.95%
总计		423	100.00%	1346	100.00%	0.00%

	女性		男性		性别差异（女-男）
	均值	标准差	均值	标准差	性别差异（女-男）
全部样本	0.600	0.490	0.010	0.098	0.590***
高校就业	0.654	0.035	0.009	0.094	0.645***
科研机构就业	0.615	0.060	0.035	0.014	0.580***
企业就业	0.438	0.066	0.006	0.080	0.439***
公共部门就业	0.652	0.071	0.022	0.013	0.629***
博士后进站	0.900	0.100	0.000	0.000	0.900***

	全部样本		女性样本
	Logit	Heckman	Logit	Heckman
性别	?0.295*	?0.346***
（1=女性）	（?1.702）	（?3.394）
年龄	?0.263	?0.305**	?0.788**	?0.715**
	（?1.293）	（?2.439）	（?2.048）	（?2.244）
年龄的平方	0.003	0.004**	0.012**	0.010**
	?1.123	?2.108	?2.178	?2.164
中共党员	0.047	?0.093	0.145	0.099
	?0.304	（?0.927）	?0.407	?0.519
父亲职业是管理层或技术人员	0.220	0.176	?0.202	0.049
	?1.261	?1.536	（?0.571）	?0.224
家庭第一代大学生	?0.082	?0.035	?0.380	?0.118
	（?0.346）	（?0.233）	（?0.837）	（?0.435）
前置学校是否“985工程”高校或国科大	0.203	0.186**	0.299	0.050
	?1.348	?1.968	?0.907	?0.260
当前学校是否“985工程”高校或国科大	?0.078	?0.078	0.014	?0.273
	（?0.356）	（?0.583）	?0.031	（?1.101）
电子互联网相关专业	0.183	0.244***	?0.147	0.271
	?1.253	?2.630	（?0.441）	?1.304
有境外学习经历	0.457**	0.243**	0.408	0.123
	?2.455	?1.997	?1.113	?0.560
对导师总体满意	0.486**	0.171	0.299	?0.028
	?2.000	?0.913	?0.636	（?0.081）
博士论文是应用研究	0.266*		?0.071
	?1.804		（?0.199）
博士论文是企业课题	?0.056		?0.605
	（?0.380）		（?1.606）
就业优先考虑工资待遇	?0.971***		?0.843
	（?3.369）		（?1.056）
就业期望	0.633***	?0.541**	?0.765**	?1.054***
（1=学术岗位，0=其他）	?3.173	（?2.483）	（?2.041）	（?3.881）
论文发表总指标	0.058*	?0.003	0.048	?0.014
	?1.864	（?0.116）	?0.606	（?0.302）
常数项	2.414	6.015***	11.884*	12.837**
	?0.700	?2.743	?1.793	?2.474
Heckman l		?0.354		?1.312
		（?0.695）		（?0.903）
N	1209		295

男性组	0.365***
	（?19.707）
女性组	0.251***
	（?9.313）
差异	0.114***
	（?3.493）
可解释部分	?0.003
	（?0.223）
不可解释部分	0.117***
	（?3.54）