Date of Award
12-2024
Document Type
Dissertation
Degree Name
Doctor of Philosophy (PhD)
Department
Institute on Family and Community Life
Committee Chair/Advisor
Mark A. Small
Committee Member
Patrick J. Rosopa
Committee Member
Arelis Moore
Committee Member
Pavla Rymešová
Abstract
Despite increased efforts through the NSF ADVANCE program to enhance the representation and inclusion of female faculty in academia over the past two decades, challenges related to gender equity persist. This raises concerns regarding the effectiveness of these initiatives, with research indicating gaps in the evaluation of institutional transformation efforts. This mixed-methods dissertation utilized secondary data analysis from the NSF TIGERS ADVANCE Organizational Climate Survey conducted in 2017 (N = 446) and 2024 (N = 429) at Clemson University. A unique identifier was used to track participants' responses over time (N = 76), facilitating the evaluation of the NSF TIGERS ADVANCE project's outcomes on institutional transformation. The study examined changes in organizational climate and found no statistically significant results, indicating that the climate remained unchanged over the period. However, qualitative responses revealed faculty awareness of various negative changes at the institutional level, along with acknowledgment of departmental efforts that still require improvement. The project’s contributions to institutional transformation were investigated by analyzing responses to organizational climate variables from the same participants across both surveys. The non-significant findings suggested that the project did not lead to significant changes in organizational climate. In contrast, qualitative data revealed that the project participants demonstrated greater awareness of inclusion-related issues and efforts than non-participants. Significant gender differences in perceptions of organizational climate were identified, with female faculty reporting higher levels of racial tension and burnout, alongside a more positive perception of inclusion. Qualitative data further highlighted gender-based differences in inclusion experiences, reflecting some quantitative results regarding racial awareness, while revealing more negative sentiments among female faculty regarding both institutional and departmental inclusion. These findings underscore the necessity of a mixed-methods approach in evaluating institutional transformation. Future research should investigate the intersectionality of gender, race, and other identities to gain a deeper understanding of factors influencing transformation in academia.
Recommended Citation
Hofrova, Alena, "A Mixed-Methods Outcome Evaluation of a National Science Foundation ADVANCE Project Examining the Effect of Gender on Organizational Climate and Faculty Experience with Inclusion" (2024). All Dissertations. 3796.
https://open.clemson.edu/all_dissertations/3796
Author ORCID Identifier
https://orcid.org/0000-0003-2076-5193
Included in
Gender Equity in Education Commons, Higher Education Administration Commons, Industrial and Organizational Psychology Commons