Suchergebnisse

We revisit the claim that ethnic heterogeneity—the degree to which different ethnic groups make up the population—reduces local government spending on various public goods. Our analysis suggests that heterogeneity does not necessarily reduce local public spending due to two factors: (1) the low price elasticity of demand for local public goods and (2) the substitution between public goods. Using data from American cities and school districts from 2000 to 2010, we find that ethnic heterogeneity has offsetting positive and negative effects on various types of local government spending. Our findings imply that local governments respond to an increase in ethnic heterogeneity by rebalancing local public spending—for instance, adopting a policy that reallocates resources from roads to police and fire protection.

Purpose
The COVID-19 pandemic may negatively impact the careers of U.S. women faculty in computer science (CS) – a field with few women and high attrition rates among women – due to difficulties balancing increased work and family demands (author citation). Thus, it is important to understand whether supervisors may help to decrease this work-to-life conflict and increase the odds of retaining women faculty. This study examined whether family-supportive supervisor behaviors (FSSB) were associated with better retention-related job outcomes (e.g., lower turnover intentions) among women faculty in CS, and whether this association was mediated by lower work-to-life conflict.


Design/methodology/approach
A total of 379 CS faculty across the U.S. (54% women, 52% with children at home) were surveyed during the COVID-19 pandemic (Fall 2020-Spring 2021).


Findings
Compared to men, women CS faculty reported significantly higher work-to-life conflict, and that higher work-to-life conflict predicted poorer retention-related work outcomes for all faculty. However, for women only, FSSB predicted lower levels of work-to-life conflict, and in turn, better retention-related work outcomes.


Practical implications
Results suggest that emotionally-supportive supervisor behaviors may lower work-to-life conflict during the pandemic, which has important implications for retention-related work outcomes among women faculty in CS.


Originality/value
Research has yet to disentangle how managers can help to retain women CS faculty in light of the increasing and changing work and home demands due to the pandemic. The present study focused on whether FSSB – particularly emotional support – may benefit women CS faculty.