Correction: Discover Education (2024) 3:34 https://doi.org/10.1007/s44217-024-00118-6


During the publication process of the original article [1], two errors were introduced into the first and fourth paragraph of the literature review section. The incorrect and correct information is listed in this correction article. The original article has been amended. The publisher apologizes for the inconvenience caused to the authors and readers.


Incorrect

  • Such ad hoc approaches can amplify conditions of uncertainty for job candidates in ways that especially disadvantage women who, as Morton [6, 15]. Thus, even when institutions endeavor to support academic couples, they may be doing a poor job of communicating their positions, which, in turn, may impede related changes in organizational practices and climate.

  • A final thread of the literature reflects on how patriarchal cultures shape couples’ experiences in ways that have implications both for their professional and personal lives. For instance, some studies suggest that flexible work environments, if they exist, tend to benefit men’s productivity but do not have a measurable effect on women’s [23]. Similarly, “female dual-career academics, no matter whether they rate their career as primary or secondary to that of their partner’s career, are more likely to experience negative career consequences [e.g., with respect to appointments, promotions, or career goals]” [5, 24]. Furthermore, “women are more likely than men to defer to their partners” when both are on the academic job market [25]. Given the dearth of tenure-stream positions, many couples now engage in commuting relationships [13, 26], which may have the unexpected result of couples achieving a form of work-life balance by embracing a “hyper-separation” of their professional lives and personal relationships [14]. At the same time, though, women in heterosexual relationships are more likely to encounter difficulties with commuting relationships as they face role conflicts between their professional and personal identities, especially if they are also mothers ([27]; see also [28]). On top of all this, as might be anticipated, women academics in heterosexual relationships—whether living with or apart from their partners—undertake significantly more family and household work, which can slow their academic productivity and careers [29, 30].


Correct

  • Such ad hoc approaches can amplify conditions of uncertainty for job candidates in ways that especially disadvantage women who, as Morton [15: 748] finds, are “less likely than men to initiate negotiations regarding their dual-career status,” particularly in the absence of formal policies. Additionally, the Stanford report noted that more than 65% of faculty were unaware of whether their universities had dual-career policies [6]. Thus, even when institutions endeavor to support academic couples, they may be doing a poor job of communicating their positions, which, in turn, may impede related changes in organizational practices and climate.

  • A final thread of the literature reflects on how patriarchal cultures shape couples’ experiences in ways that have implications both for their professional and personal lives. For instance, some studies suggest that flexible work environments, if they exist, tend to benefit men’s productivity but do not have a measurable effect on women’s [23]. Similarly, “female dual-career academics, no matter whether they rate their career as primary or secondary to that of their partner’s career, are more likely to experience negative career consequences [e.g., with respect to appointments, promotions, or career goals]” [5: 780–781]. When academic couples make career decisions, women have a greater probability of declining job offers or leaving their current jobs if their partners do not find acceptable positions [24]. Furthermore, “women are more likely than men to defer to their partners” when both are on the academic job market [25]. Given the dearth of tenure-stream positions, many couples now engage in commuting relationships [13, 26], which may have the unexpected result of couples achieving a form of work-life balance by embracing a “hyper-separation” of their professional lives and personal relationships [14]. At the same time, though, women in heterosexual relationships are more likely to encounter difficulties with commuting relationships as they face role conflicts between their professional and personal identities, especially if they are also mothers [27, see also 28]. On top of all this, as might be anticipated, women academics in heterosexual relationships—whether living with or apart from their partners—undertake significantly more family and household work, which can slow their academic productivity and careers [29, 30].