Michael W. Matier

Choosing and Leaving Science in Highly Selective Institutions.

This study sought to discover some of the causes of initial interset in and atrition from the natural sciences and engineering among the students (N=5320) who entered four highly selective institutions in 1988, with particular attention to possible special causes for the disproportionate attrition of women from science. Though a smaller proportion of women (35 percent) than men (49 percent) were initially interested in science, gender added little to the prediction of such initial choice when preadmission measures of developed abilities were taken into account in regression analysis. Of the group of 2,276 students initially interested in science, 40 percent did not finally concentrate in science, and smaller proportions of women (48 percent) than of men (66 percent) persisted. The most significant cognitive, factor predicting these losses was low grades earned in science courses taken during the first two years of study. With grades held equal, gender was not a significant predictor of persistence in engineering and biology; gender added strongly to grades, however, as a factor associated with unusually large losses of women from a category that included the physical sciences and mathematics. Responses to a questionnaire administered in the fall of 1991 showed that science majors regarded their instruction as too competitive, with too few opportunities to ask questions, taught by professors who were relatively unresponsive, not dedicated, and not motivating. Students who defected from science did so largely because of the attraction of other fields, but many shared the criticism of overcompetitiveness and inferior instruction, along with the view that the work was too difficult. Several items were about elements of classroom instruction and atmosphere thought to be especially difficult for women (i.e., the chilly climate), but except for perceived competitiveness, women did not rate their classroom experiences as being more unpleasant than did men.

Retaining Faculty: A Tale of Two Campuses.

The results of a study examining factors influencing the decisions of faculty with firm offers to leave two universities are discussed. Particular attention is paid to the relative weight and importance faculty placed on the tangible, intangible, and nonwork-related benefits of the incumbent and offering employment situations. Comparisons are drawn to previous studies of this genre, as well as between the urban and rural universities represented in the study. The methods and findings of this research should be of special interest to those from institutions concerned both with attracting and retaining a quality faculty.

The role of ethnicity in choosing and leaving science in highly selective institutions

This study sought to assess the role of ethnicity in both initial choice of, and persistence in, science majors. Standardized test scores, high school records, initial concentration preference, college grades, and final majors of all the white, Asian, black, and Hispanic students who enrolled in 1988 at four highly selective institutions provided the database. Despite relative deficits in scores on measures of preparation and developed ability, blacks entered college with a strong interest in majoring in science. Black students interested in science also suffered the highest attrition from it; Asians were lowest, with whites and Hispanics near the average attrition of 40%. Ethnicity did not add significantly to ability and achievement variables in predicting attrition from science. The results are discussed in terms of two main issues: first, the effect of different standards of selection for the various groups on their success in science curricula; and second, the relevance of various well-known intervention strategies to the problems of minority attrition in science in highly selective institutions.

Recruiting Faculty: Complementary Tales from Two Campuses.

This paper—a complement to “Retaining Faculty: A Tale of Two Campuses” (Matier, 1990)—examines the factors influencing individuals with firm offers to join the faculty at two research universities. Particular attention is paid to the relative weight and importance placed on the tangible, intangible, and non-work-related benefits in the decision-making process. Comparisons are drawn to previous faculty recruitment studies and to the complementary retention study, as well as between the urban and rural subject universities. Given that faculty are an institutions most valuable asset, and that in some fields they are either already in short supply or will be soon, the methods and findings of this research should interest those concerned with developing and maintaining a quality faculty.