中文导读

人们常把女教师更高离职率归因于工作与家庭的平衡。PNAS Nexus 一项大规模手编码调查，以及 2026 年 11 月初高等教育与科学媒体的再报道，把焦点转向职场中的“被贬低”感：排斥、不敬、不同标准，以及报告后被轻描淡写的制度性背叛。阅读时可留意 faculty、devaluation、tenure-track、climate 等词，并注意开放评论样本的局限。

正文

Women who teach and research at universities leave faculty jobs more often than men. Many people assume the main reason is the struggle to balance work and family. A study in PNAS Nexus, covered again by higher-education and science outlets in early November 2026, points to another pattern: feeling devalued at work.

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在大学任教与做研究的女性，离开教职的比例高于男性。许多人以为主因是兼顾工作与家庭的困难。一项发表于《PNAS Nexus》的研究，并在 2026 年 11 月初再次被高等教育与科学媒体报道，指向另一种模式：在工作中感到被贬低。

Katie Spoon, now a postdoctoral researcher at Stanford University, and Lauren Rivera of Northwestern University’s Kellogg School of Management led a team that hand-coded 6,615 free-text answers from current and former tenure-track professors at hundreds of U.S. Ph.D.-granting institutions. Current faculty were asked what needed to change to reduce stress. People who had left were asked what would have made them stay. The team read the stories by hand after automated tools missed themes such as institutional betrayal.

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现为斯坦福大学博士后研究员的 Katie Spoon，与西北大学凯洛格管理学院的 Lauren Rivera 带领团队，手工编码了来自数百所美国博士学位授予机构、现任与前任终身轨教授的 6615 条自由文本回答。现任教职被问到需要改变什么才能减轻压力；已经离开的人被问到怎样才会留下来。团队在自动化工具漏掉诸如“制度性背叛”等主题后，改由人工通读这些叙述。

Across twelve themes, devaluation stood out. The researchers defined it as feeling excluded, disrespected, mistreated, or held to different standards. In the journal summary, about 38 percent of women and 16 percent of men described such experiences. Women’s odds of reporting devaluation were roughly 3.4 times those of men after the team adjusted for other factors. Formal examples included tougher publishing expectations or lower pay. Informal ones ranged from being left out of meetings to harassment.

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在十二个主题中，贬低感最为突出。研究者将其定义为感到被排斥、不被尊重、受到不公对待，或被用不同标准衡量。期刊摘要显示，约 38% 的女性与 16% 的男性描述过这类经历。在控制其他因素后，女性报告贬低感的几率大约是男性的 3.4 倍。正式例子包括更严的发表要求或更低薪酬；非正式例子则从被排除在会议之外到骚扰不等。

The gap was not limited to one field. It appeared in both STEM and non-STEM departments, and it was especially strong for women of color and for tenured women. In some fields, such as engineering and economics, the gender split in reports was wider than in psychology. Seniority did not protect women; as careers advanced, men often felt more valued, while many women felt no better or worse. Devaluation also tracked decisions to leave more closely than work-life themes that often drive policy. That finding matters because many campus programs still focus mainly on childcare and flexible schedules.

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这一差距并不限于某一学科。STEM 与非 STEM 院系都出现了，而对有色人种女性与已获终身教职的女性尤其明显。在工程与经济等部分学科，报告中的性别差距比心理学更大。资历并不能保护女性：随着职业推进，男性往往感到更受重视，许多女性却没有好转甚至更糟。贬低感与离职决定的关联，也比常推动政策的工作—生活主题更紧密。这一点很重要，因为许多校园项目仍主要聚焦托儿与弹性工时。

Respondents frequently linked disrespect to institutional betrayal: raising a concern and then seeing it minimized or ignored. Outside scholars have called the evidence useful because it spans many campuses, while noting that open comments may overrepresent painful cases. The survey cannot prove that devaluation alone causes every departure, and it does not compare academia with other industries. Still, the breadth across nearly three hundred institutions suggests workplace climate, not only childcare, shapes who stays in academic careers.

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受访者常把不敬与制度性背叛联系起来：提出关切后，却看到问题被淡化或忽视。外部学者称这些证据有用，因为它覆盖许多校园，同时也指出开放评论可能过度代表痛苦个案。该调查并不能证明贬低感单独造成每一次离职，也未将学术界与其他行业比较。即便如此，近三百所机构的广度仍表明：职场氛围——而不只是托儿——在塑造谁会留在学术生涯中。

新闻来源

• Inside Higher Ed · Women Leave Academia Feeling Devalued, Study Shows (4 Nov 2026)
• Science · For women academics, feeling devalued can be a fatal career blow (13 Oct 2026)
• Kellogg Insight · Why Women Professors Are More Likely to Leave Their Jobs
• PNAS Nexus · Devaluation underlies gendered US faculty departures across disciplines and institutions

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