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Cited by 63Gender Diversity and InequalityWork-Family Balance ChallengesJob Satisfaction and Organizational Behavior

The DOI matches its Crossref record; 61 of the 61 references it cites were found in a registry or an index.

Undoing disparities in faculty workloads: A randomized trial experiment

Open access
O’Meara, KerryAnn, Jaeger, Audrey, Misra, Joya, Lennartz, Courtney, Kuvaeva, Alexandra·2018·PLOS ONE
DOI 10.1371/journal.pone.0207316PMC PMC6300212
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Abstract

We conducted a randomized control study to improve equity in how work is taken up, assigned and rewarded in academic departments. We used a four-part intervention targeting routine work practices, department conditions, and the readiness of faculty to intervene to shape more equitable outcomes over an 18-month period. Our goal was to (a) increase the number of routine work practices that department faculty could enact to ensure equity, (b) enhance conditions within the department known to positively enhance equity, and (c) improve the action readiness of department faculty to ensure equity in division of labor. Post intervention faculty in participating departments were more likely than before the intervention to report work practices and conditions that support equity and action readiness in their department, and that teaching and service work in their department is fair. Participating departments were significantly more likely than control departments to report practices and conditions that support equity and greater action readiness to address issues of workload equity in their department. Finally, participating department faculty were more likely than control department faculty to report increased self-advocacy and were more likely than control department faculty to report that the distribution of teaching and service work in their department is fair.

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Crossref · 10.1371/journal.pone.0207316

Cites

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  • The intervention included information on how implicit bias can shape faculty workload allocation, how to create a work activity dashboard that provides transparency on faculty work activities, and shared information on policies and practices that can facilitate equitable workloads.

    “The intervention included information on how implicit bias can shape faculty workload allocation, how to create a work activity dashboard that provides transparency on faculty work activities, and shared information on policies and practices that can facilitate equitable workloads (e.g., rotation policies for time intensive roles).”

    From Faculty Time Expenditure Across Research, Teaching, and Service: Do Gender Differences Persist? (2023) · cites this paper as O'Meara et al., 2018

  • O'Meara et al. (2018) recently developed and tested an intervention intended to enhance faculty workload equity.

    “O'Meara et al. (2018) recently developed and tested an intervention intended to enhance faculty workload equity.”

    From Faculty Time Expenditure Across Research, Teaching, and Service: Do Gender Differences Persist? (2023) · cites this paper as O'Meara et al., 2018

  • Faculty in the intervention condition were more likely than faculty in the control condition to report practices that supported equity and perceived fairness in teaching and service work.

    “Faculty in the intervention condition were more likely than faculty in the control condition to report practices that supported equity and perceived fairness in teaching and service work.”

    From Faculty Time Expenditure Across Research, Teaching, and Service: Do Gender Differences Persist? (2023) · cites this paper as O'Meara et al., 2018

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Citations

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Research works printed but not linked: 4

  1. S Hurtado, 2013, Paper presented at the Proceedings of the American Educational Research Association
  2. E Bensimon, 2016, Five principles for enacting equity by design, Diversity and Democracy, 19, 1
  3. CA Moss-Racusin, 2014, Scientific diversity interventions, Science, 343, 615, 10.1126/science.1245936 · DOI
  4. C Daly, 2006, Greener pastures: Faculty turnover intent in urban public universities, Journal of Higher Education, 77, 776, 10.1353/jhe.2006.0040 · DOI

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Metadata

Authors
O’Meara, K., Jaeger, A., Misra, J., Lennartz, C., & Kuvaeva, A.
Affiliations
  • University of Maryland, College Park (US)
  • North Carolina State University (US)
  • University of Massachusetts Amherst (US)
Corresponding author
Lennartz, Courtney
ORCID
Venue
PLOS ONE
Publisher
Public Library of Science (PLoS)
Published
2018-12-19
Volume
13
Issue
12
Pages
e0207316
ISSN
1932-6203 (ISSN-L)
DOI
10.1371/journal.pone.0207316
PMC
PMC6300212
OpenAlex
W2905169108
Cited by
55
References
61
Citations by year
2026: 2 · 2025: 9 · 2024: 8 · 2023: 9 · 2022: 5 · 2021: 10 · 2020: 11 · 2019: 1
FWCI
10.26
Type
journal article
Language
en
Open access
Licence
Locations
  • PLoS ONE (publishedVersion, cc-by)
  • Europe PMC (PubMed Central) (publishedVersion, cc-by)
  • PubMed Central (publishedVersion, cc-by)
  • PubMed (publishedVersion)
  • RePEc: Research Papers in Economics (submittedVersion)
  • DOAJ (DOAJ: Directory of Open Access Journals) (submittedVersion, cc-by-sa)
  • University Libraries (University of Maryland) (submittedVersion)
  • Figshare (submittedVersion, cc-by)
  • Digital Repository at the University of Maryland (University of Maryland College Park)
Funders
National Science Foundation (Advance Award:1463898)
Topics
  • Social Sciences › Gender Studies › Gender Diversity and Inequality
  • Social Sciences › Sociology and Political Science › Work-Family Balance Challenges
  • Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
Keywords
academic departments, division of labor, work practices, action readiness, self-advocacy, academic work
MeSH terms
Academies and Institutes, Female, Humans, Male, Surveys and Questionnaires, Workload, Sexism

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