Paid Parental Leave and Female Faculty Retention

14 Pages Posted: 8 Jun 2018 Last revised: 24 Jul 2018

See all articles by Nicholas G. Rupp

Nicholas G. Rupp

East Carolina University - Department of Economics

Lester A. Zeager

East Carolina University - Department of Economics

Multiple version iconThere are 2 versions of this paper

Date Written: July 2017

Abstract

We propose a theoretical framework in which a university sets its paid parental leave length to balance the costs of providing the paid leave against the cost savings from higher female faculty retention. The theory has implications for the decision to offer a paid leave policy as well as the optimal length of leave, both of which depend on worker characteristics. Using data from a large public university that reduced its paid leave under severe budgetary pressures, we illustrate the calculations needed to determine whether paid leave is cost-effective for faculty in the clinical and nonclinical divisions.

Keywords: parental leave, compensation, labor turnover, family support programs

Suggested Citation

Rupp, Nicholas G. and Zeager, Lester, Paid Parental Leave and Female Faculty Retention (July 2017). Eastern Economic Journal, Vol. 44, Issue 3, 2017. Available at SSRN: https://ssrn.com/abstract=3192873 or http://dx.doi.org/10.1057/s41302-017-0099-9

Nicholas G. Rupp (Contact Author)

East Carolina University - Department of Economics ( email )

Brewster Building
Greenville, NC 27858
United States
252.328.6821 (Phone)
252.328.6743 (Fax)

HOME PAGE: http://myweb.ecu.edu/ruppn/

Lester Zeager

East Carolina University - Department of Economics ( email )

Brewster Building
Greenville, NC 27858
United States
252-328-6408 (Phone)
252-328-6743 (Fax)

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