Career and Family Outcomes for Women Graduates of Single-Sex Versus Coed Colleges

This study compares educational, career, and family outcomes by gender composition of college and race/ethnicity of women who graduated in 1993 from three selective U.S. colleges (two single-sex; one coed). It also compares these graduates?? assessments of their college experience. The 60 White women and 60 Women of Color were interviewed as traditional-age seniors and surveyed annually for 16 years. In 2009, 76.7% responded. All groups were happy with their alma maters, although they assessed the advantages and disadvantages somewhat differently. Single-sex graduates more frequently indicated that their college had provided a supportive environment and complained that it provided a limited social life. Coed graduates more frequently indicated that their college provided cultural broadening and positive social relationships. Coed White graduates were in touch with more college friends than single-sex White graduates; there was no significant difference by type of college for Women of Color graduates. Results indicate no significant differences in advanced degrees or career status or STEM field involvement by gender composition of college or race/ethnicity. Nor were any differences in marriage or motherhood variables found. The similarity in outcomes supports the primacy of status of college and is interpreted as positive indication that U.S. colleges have become more hospitable to women.     

Wanting It All: Career, Marriage, and Motherhood During College-Educated Women's 20s

College women's expectations for career, marriage, and motherhood were assessed during the senior year, and their outcomes were assessed 7 years later. In 1993, 118 White women and 82 Women of Color were randomly selected from 5 northeastern colleges and interviewed in person. In 2000, 178 (89%) were reached for second interviews by telephone. Results indicate that as seniors the women wanted careers, marriage, and motherhood. Career development was the priority of their 20s. At the 7-year point, marital status was unrelated to advanced degrees attained or to career status, but mothers had significantly fewer advanced degrees and lower career status than nonmothers. Socioeconomic status, race, and intentions concerning career and family were related to career status and motherhood status.     

Balancing Act: Career and Family During College-Educated Women’s 30s

We assessed career, marriage, and motherhood expectations of 118 White Women and 82 Women of Color in 1993, when they were seniors at five northeastern U.S. colleges. Sixteen years later, in 2009, 77.5 % responded to our survey and answered questions about their career, marriage, motherhood, attitudes, and life satisfaction outcomes. As seniors, they wanted it all, career, marriage, and motherhood. In 2009, nearly two thirds were employed full time, 91 % had married, nearly three quarters were mothers, and about 57 % were combining full-time employment and motherhood. Comparisons are made among three role-status outcome groups: Have It All (mothers, employed full time); Traditional (mothers, employed part time or not at all), and Employed Only (childfree, employed full time). Educational level of the women did not predict role status. Spouses’ educational level relative to the women’s predicted role status, with Have It All women more likely to be married to less educated spouses than Traditional or Employed Only women. The role-status groups did not differ in their attitudes toward women in general, but Have It All mothers had lower levels of employment-related concerns about separation from their children than Traditional mothers. Most of the women still wanted to have it all. Many Traditional women looked forward to returning to employment, and many of the Employed Only women wanted to have children. Being a mother was associated with higher life satisfaction than being childfree. Results are discussed in terms of multiple-role theory and the positive influence of having family roles in the mix.     

Correlates and consequences of uncertainty in career aspirations: Gender differences among adolescents in England

Young people today face a great deal of uncertainty regarding their career opportunities, yet relatively little information is known about the correlates and consequences of uncertain aspirations. Drawing upon the Longitudinal Study of Young People in England (LSYPE) born in 1989/90, this study examined a pathway model investigating whether uncertain career aspirations and other associated variables mediate the link between socioeconomic status and prior achievement and later educational outcomes. Gender differences were also examined. Findings indicate that adolescents who had lower prior achievement and were from lower socioeconomic backgrounds were more likely to have uncertainty in their career aspirations. The hypothesized model was supported to some extent, indicating that uncertain career aspirations and other associated variables were significant mediators. Unexpectedly, adolescents with uncertain career aspirations had higher academic performance at age 16 and a greater likelihood of educational enrollment at age 18 compared to those with high, certain aspirations, when parental educational expectations, school motivation, perceived academic ability and useful career advice were taken into account, suggesting that these young people may benefit from an extended period of moratorium in their career choice.     

The Meaning, Development, and Career Outcomes of Breadth of Vocational Interests

Breadth of vocational interests (BVI) denotes the diversity of an individual's vocational interests. Not much is known about the meaning and development of BVI or its career outcomes. The authors' framework for conceptualizing the development of BVI includes three individual difference domains (i.e., life experiences, cognitive ability, and personality) related to the development of BVI and three possible outcomes (i.e., career commitment, job involvement, and stability of occupational classification). The framework is tested longitudinally. It appears that life experiences are more instrumental in the development of women's BVI, whereas academic achievement is more important for men. These findings have practical implications for counselors, career clients, and researchers alike. In light of the suggested changes in career management and the dynamic work environment, understanding BVI should prove insightful to all. BVI may be associated with adaptability to a changing economy and shifting job demands.     

Successful women and women's colleges: Is there an intervening variable in the reported relationship?

This study examined the relationship between career success and the baccalaureate degree origin of women. Analyses of data collected on the educational backgrounds of 126 successful women confirmed previous findings that graduates of women's colleges were more likely to attain career success than graduates of coeducational institutions. Results also identify graduate education as a possible intervening variable in the relationship.The authors wish to thank Dr. Elizabeth Tidball for providing us invaluable data she accumulated for previous studies.     

A Comparison of the Evolution of Men's and Women's Dreams in Daniel Levinson's Theory of Adult Development

This article examines an important difference in the adult development of men and women never stated by Levinson, but implicit in his two books, The Seasons of a Man's Life (1978) and The Seasons of a Woman's Life (1996). The task of forming a Dream that generated a sense of vitality and excitement was central to Levinson's adult development theory in his book on men. Often occupational in nature, the men's Dreams were usually formed in their late teens and 20s. Yet, careful examination of the interviews in Levinson's last book reveals a dearth of vitalizing Dreams among his women subjects, including the career women, during the same period: None had long-term career goals and nearly all gave precedence to marriage and family. Development of individualistic animating Dreams was complicated by this a priori commitment, and usually delayed until the women's Age 30 Transitions (28–33), often provoking crisis then and subsequent instability.     

RESOURCE LOSS, RESOURCE GAIN, AND COMMUNAL COPING DURING PREGNANCY AMONG WOMEN WITH MULTIPLE ROLES

We investigated stress, coping, and employment status in 92, mostly European American pregnant women. Conservation of Resources (COR) theory (Hobfoll, 1988, 1989) was applied as a specification of role-quality theory to examine the stressful influences of women's multiple roles. Women's resource loss predicted psychological distress better than either their resource gains or their employment status (i.e., multiple versus single roles). Full-time employed women were significantly more distressed under high loss conditions than were part-time or nonemployed women. Examining women's coping strategies based on a communal model of coping, we found that active, prosocial coping was associated with better emotional outcomes. A significant interaction was found for the effects of loss × cautious action such that loss was related to greater depression, but only among women who did not employ cautious action.     

Institutional Affiliation and Satisfaction Among Feminist Professors

Do feminist professors of psychology who teach at women's colleges derive more satisfaction from their academic lives than feminist professors who teach at coed colleges or at (coed) universities? If one assumes that gynocentric environments are more pleasing to feminists, the answer should be "yes." Using questionnaire and interview data from 76 self-identified feminist psychology professors, we tested the expectation that feminist women teaching at women's colleges are more satisfied than their counterparts elsewhere. We found that feminist professors were generally satisfied with their pedagogical situations and were generally dedicated to and successful at teaching. Institutional affiliation produced little difference in satisfaction or practice, but feminists at women's colleges generally did feel more supported than feminists elsewhere.     

Proactive Personality, Employee Creativity, and Newcomer Outcomes: A Longitudinal Study

Purpose  To examine the relationship between proactive personality, employee creativity, and newcomer outcomes (i.e., career satisfaction and perceived insider status). Design/methodology/approach   A survey was conducted using a 3-wave longitudinal design with 146 Hong Kong Chinese employees from various organizations. Structural equation modeling was used to test the research hypotheses including the mediation effects. Findings   Proactive personality was positively associated with employee creativity and employee creativity was positively associated with career satisfaction and perceived insider status. In addition, employee creativity fully mediated the relationships between proactive personality and career satisfaction and perceived insider status. Implications   Based on self-reported responses, these data show that newcomers with a proactive personality shape their work environments in part through creative behavior, which in turn leads to feelings of career satisfaction and perceptions of being an organizational insider. Our study’s results also show that employee creativity is positively and significantly related to workers’ career satisfaction and perceived insider status, suggesting that employee creativity can improve employees’ attitudes toward their career and perceptions as valued and contributing organizational insiders. Future research may examine other possible variables that might mediate the relationship between proactive personality and individual outcomes. Originality/value  One of the few studies that have examined the intervening mechanism by which proactive personality leads to employee outcomes and examined the effects of proactive personality on employee outcomes in Asian culture. Received and reviewed by former editor, George Neuman.     

BINGE DRINKING AMONG AMERICAN COLLEGE WOMEN

This study examines data from questionnaires to establish the prevalence and correlates of women's binge drinking, defined as four or more drinks per episode, at women's colleges ( n = 508) and at coeducational colleges ( n = 9,624). Results showed that women at women's colleges binged less frequently, had fewer alcohol-related problems, experienced fewer negative effects of others' drinking, and were less likely to drink and drive. The correlates of binge drinking were similar for the two groups of women. The differences appear to be related not to the quantity or amount of socializing but to its quality. The absence of fraternities and coeducational dormitories, the reduced likelihood of a party-centered lifestyle, and self-selection factors at women's colleges all may contribute to a healthier environment for women. Interventions designed to lower the risk of college binge drinking should further explore the peer-group contexts in which problem drinking is reduced.     

Job Pressures, Organizational Support, and Health Among Norwegian Women Managers

Questionnaire data were collected from 191 professional and managerial women in Norway. Measures included demographic and work characteristics, job pressures (hours worked, level of management, work-family conflict), organizational supports (acceptance, support, training and development, challenging and visible jobs), and health indicators (life satisfaction, psychosomatic complaints, emotional exhaustion). Emotional exhaustion and psychosomatic complaints were combined into a stress index. Results indicated that women who experienced high role conflict and work-family pressures also reported poor health outcomes and little life satisfaction. Organizational initiatives to support and develop women's careers were associated with lower exhaustion and psychosomatic symptomatology and more life satisfaction. While the relationship between women's employment and physical and psychological well-being is not clear-cut, there is perhaps a need for organizations to focus on initiatives that will allow diversity in the choices women make with regard to involvement in careers and family, as well as a need to find ways to support and encourage such diversity. Not only may this have a beneficial effect on women workers' health and energy to use at work, but it may also make way for alternative career paths into top management positions for professional women.     

Career decision status as a predictor of resignation behavior five years later

This paper extends earlier research exploring the relationship between career decision status and work outcomes by examining resignation behavior in a group of new graduates five years after initial appointment. On appointment various measures were collected including career decision status variables. Earlier research identified a significant relationship between a number of important work outcomes and career decision status. In the current study two variables–career decidedness and career choice importance–predicted resignation behavior. Those people who on appointment scored higher on career decidedness or lower on career choice importance were significantly more likely to stay in the organization than others. The implications of this finding for individuals and organizations are discussed.     

THE SEXUAL WELL-BEING OF WOMEN WHO HAVE EXPERIENCED CHILD SEXUAL ABUSE

The present study examined the association between child sexual abuse (CSA) and a range of positive and negative aspects of women's sexual well-being. We also investigated the extent to which women's cognitive-affective sexual appraisals mediated these relationships. Participants were 272 female community college and university students. CSA involving fondling only was generally not associated with adverse sexual outcomes. However, the women who had experienced CSA involving sexual penetration or attempted sexual penetration were (a) more likely to be sexually revictimized in adulthood; (b) more likely to have engaged in casual sex, unprotected sex, and voluntary sexual abstinence; and (c) reported fewer sexual rewards, more sexual costs, and lower sexual self-esteem. These findings held over and above the effects of nonsexual abuse in childhood, and as predicted, sexual self-esteem partially or fully mediated most of these relationships. Nonsexual abuse in childhood and adult sexual victimization were also uniquely associated with a number of adverse sexual outcomes. However, outcomes were not worse for women who had experienced CSA involving actual or attempted sexual penetration and sexual assault in adulthood. The results highlight the fact that CSA is a serious and widespread problem with significant implications for adult women's sexual functioning.     

Women, Career Orientation, and Employment

This study examines age and life-cycle stage variance in women's career orientation (i.e., intention to pursue a career) and in the expression of career orientation through employment. The study group is a cross-sectional, non-probability sample of 1, 120 women, ages 22–64, who contacted a major mid-western university's Center for Continuing Education of Women. Three findings predominate: (1) Career orientation is negatively related to age, reflecting greater career interest among younger women. (2) In all marital and parental status categories, high proportions of young women are career oriented, suggesting that career interest persists through the periods of family formation and expansion. (3) The greatest discrepancy between career orientation and rate of full-time employment occurs among married mothers of preschool children, suggesting that career plans are deferred during early motherhood. Discussion focuses on the implications of the findings for work and family policy and further research.     

SOCIAL CLASS, SOCIAL CHANGE, AND GENDER

This article explores the implications of social class background in the lives of women who attended Radcliffe College in the late 1940s and in the early 1960s. Viewing social classes as "cultures" with implications for how individuals understand their worlds, we examined social class background and cohort differences in women's experiences at Radcliffe, their adult life patterns, their constructions of women's roles, and the influence of the women's movement in their lives. Results indicated that women from working-class backgrounds in both cohorts felt alienated at Radcliffe. Cohort differences, across social class, reflected broad social changes in women's roles in terms of the rates of divorce, childbearing, level of education, and career activity. There were few social class-specific social changes, but there were a number of social class differences among the women in the Class of 1964. These differences suggested that women from working-class backgrounds viewed women's marital role with some suspicion, whereas women from middle- and upper-class backgrounds had a more positive view. Perhaps for this reason, working-class women reported that the women's movement confirmed and supported their skeptical view of middle-class gender norms.     

小额信贷女性受众自我感知社会地位提升特点研究

研究小额信贷女性受众自我感知到的由信贷带来的社会地位的提升特点以及不同教育程度、户籍、年龄的差异。编制并使用《妇女自我感知社会地位提升问卷》,对天津市18个区县162名获得小额信贷的女性进行调查。结果表明：小额信贷女性受众自我感知社会地位提升主要体现在家庭成员关系以及个人社会效能感方面;高中及以上受教育程度的女性在自我感知社会地位各维度的得分较高;非农业户籍女性社会地位提升感知没有显著的年龄差异,而农业户籍女性年龄差异显著,体现在社会地位总分及个人社会效能感方面。以上结果表明,小额信贷后女性受众自我感知到社会地位有明显提升,但不同教育程度、户籍、年龄的女性有一定的差别。     

Changes in women's assertiveness in response to status and roles: a cross-temporal meta-analysis, 1931-1993

Across two meta-analyses, American women's assertiveness rose and fell with their social status from 1931 to 1993. College women and high school girls' self-reports on assertiveness and dominance scales increased from 1931 to 1945, decreased from 1946 to 1967, and increased from 1968 to 1993, explaining about 14% of the variance in the trait. Women's scores have increased enough that many recent samples show no sex differences in assertiveness. Correlations with social indicators (e.g., women's educational attainment, women's median age at first marriage) confirm that women's assertiveness varies with their status and roles. Social change is thus internalized in the form of a personality trait. Men's scores do not demonstrate a significant birth cohort effect overall. The results suggest that the changing sociocultural environment for women affected their personalities, most likely beginning in childhood.     

Parental Influence on Students' Educational Choices in the United States and Germany: Different Ramifications—Same Effect?

Despite the historical trend in all Western societies to increase educational participation irrespective of students' social origin, the correlation between parents' education and socio-economic status and the educational outcomes of their offspring remains a rather universal phenomenon. Although comparative studies have consistently found this association in various nations which differ in many ways in their educational systems, little is known about the mechanism behind this effect. Drawing on the assumption that career decision points are the major gateway for social background influences, we assume that similarities, as well as differences in the structure of the correlation between parents' socioeconomic background and students' school success, can be explained. Using two longitudinal data sets from the United States (N=1425) and Germany (N=1755) covering the school careers from Grade 7 to Grade 10, the analyses supported the hypothesis that (a) achievement information is the best predictor of career relevant decisions in both nations, (b) parents' background variables are independent additional predictors of career decision but not for actual learning progress, and (c) the assumed accumulation process of social background influences is more pronounced in the German than in the U.S. school system.     

FACTORS INFLUENCING CANADIAN HIGH SCHOOL GIRLS' CAREER MOTIVATION

The need to prepare adolescent girls for the reality of labor market participation prompted this study investigating the factors influencing female career motivation. Questionnaires were completed by 317 female students from grades 8, 10, and 12. Four criterion variables were used to assess overall career motivation: career commitment, occupational aspirations, educational aspirations, and vocational certainty. The relation–ship between the criterion measures and a set of predictor variables (socioeconomic status, school marks, grade level, masculine/feminine trait dimensions, attitudes toward women, and marriage/family commitment) was explored. A canonical correlation analysis, used to test the relationship between the predictor and criterion variables, revealed two significant sets of relationships. First, girls who obtained higher marks in school, identified with either masculine or androgynous trait dispositions, had more liberal attitudes toward women, and were from higher socioeconomic backgrounds aspired to higher levels of education, were more highly committed to a career, and aspired to more highly prestigious occupations. The second relationship showed that older girls from a lower socioeconomic background with high commitment to marriage and a family have high career commitment and certainty about their careers, yet lower educational and occupational aspirations. The study highlights the importance of (a) examining career and family commitment independently, (b) studying the impact of psychological variables on career motivation, and (c) combining a number of factors to represent career motivation.