The dimensions of career and work orientation in college women

The purpose of this study was to clarify the meaning of the construct, career orientation. Fourteen presumed measures of career orientation as well as Super's Work Values Inventory were administered to college women. Analysis of the relationships among these variables identified two relatively independent clusters. The first cluster most closely approximated the usual definition of career orientation. Career-oriented women were found to be highly career motivated and perceived the career role as primary in their adult lives. The second cluster was called work orientation. This orientation characterized women with well-defined occupational aspirations who placed a high value on both the career role and marriage-family responsibilities in their future. Work-oriented women tended to choose traditionally feminine occupations in contrast to the career-oriented women whose aspirations included higher level and less traditional occupations.     

Careers,contingencies, and locus of control among White college women

This study examined social-psychological antecedents of the sex type of occupational preferences and expectations of White college women. High sex-role contingency orientation (SRCO)—attitudes and explanations for occupational choices which reflect a primary and explicit concern with marriage and family—was associated with expectations and preferences for occupations in which females predominate and with the tendency to have more traditionally feminine expectations than preferences.SRCO was significantly related to locus of control (I-E) with women high or intermediate in SRCO being primarily internal or external; women with low SRCO being primarily intermediate in I-E.This study was supported by a Faculty Research Grant from the Graduate Research Council of the University of Massachusetts at Amherst.     

A Study of Black and White College Women

In an examination of career aspirations, 101 black and 530 white college women were asked to indicate their occupational and educational plans, important considerations for career choices, and their attitudes toward combining the roles of career and family. Results indicated that women who planned careers in male-dominated occupations had higher career and educational aspirations than women who desired careers in femaledominated occupations. Black women who planned careers in male-dominated professions showed high levels of aspirations, planned more education than was necessary for the desired occupations, and perceived less conflict in combining the roles of career and family than their white counterparts. There were few differences between black and white women in their attitudes toward the traditional roles of men and women. Those choosing female-dominated careers, however, had more traditional attitudes regardless of race. Implications of these findings for the influence of occupational gender dominance on career aspirations are discussed.     

Traditionality of choice and sex-role identification as moderators of the congruence of occupational choice in college women

This study examined the relationship of traditionality of occupational preferences and sex-role orientation to personality-occupational environment congruence in college women. Three-letter Holland personality codes were obtained for each of 184 college women based on same-sex normative scores from the Strong-Campbell Interest Inventory and on scores from the ACT Unisex Interest Inventory (UNIACT). Subjects' occupational preferences were classified as traditional, moderately traditional, or nontraditional based on the percentages of women in the occupation. Scores on the Bern Sex Role Inventory were used to classify subjects into one of four sex-role categories. Results indicated a strong association between congruence and traditionality of choice; women whose choices were in nontraditional career fields were significantly more likely to be making choices congruent with their personality type than were women choosing traditional career fields. Further, while sex-role orientation was not significantly related to either congruence or traditionality, masculine-typed women were most likely to make nontraditional and congruent career choices, while the majority of feminine-typed, androgynous, and undifferentiated women stated preferences for traditional career fields. Implications for the applicability of Holland's congruence postulate to women's vocational behavior are discussed.     

Patterns of Career Choices Over Time

The patterns of career change observed in samples of subjects of varying ages and levels of educational attainment have been examined. The pattern of occupational distribution shows consistent gains in the business and education groups, whereas the numbers of students aspiring to careers in science and engineering decrease. These findings have been interpreted on the basis of the personal characteristics of students, their perception of occupations, and the societal determinants of occupational choice.     

THE RELATION OF SELFEFFICACY AND ASSERTIVENESS TO WILLINGNESS TO ENGAGE IN TRADITIONAL/NONTRADITIONAL CAREER ACTIVITIES

The relation of self-efficacy and assertiveness to the willingness of women to engage in traditional or nontraditional career activities was studied. One hundred and twenty-two undergraduate females took the Career Decision-Making Self-Efficacy Scale (Taylor & Betz, 1983) and the Assertive Behavior Assessment for Women (Osborn & Harris, 1975) and were asked to rate their willingness to engage in the career-related activities of ten traditional and ten nontraditional occupations for women. Strong self-efficacy expectations and assertiveness were related to the willingness to engage in the career-related activities of nontraditional occupations, but not traditional ones. However, regardless of level of self-efficacy or of assertiveness, women were more willing to engage in the career-related activities of traditional occupations. Implications of the results for career counseling are discussed.     

The relationship of parental education and maternal work and occupational status to Occupational Aspiration in adolescent females

This study investigated the relationship of parental education and maternal work and occupational status to the Occupational Aspirations (classified as Innovative, Moderate, and Traditional) of adolescent females. Innovative occupations are those in which fewer than 30% of the workers are women; Moderate occupations are those in which 30–50% of the workers are women; and Traditional occupations are those in which more than 50% of the workers are women. Innovative choices were made significantly more often as an Ideal aspiration than as a Real aspiration, and, reciprocally, Traditional occupations were chosen less often as an Ideal aspiration than as a Real aspiration. Significant association was found between Occupational Aspiration and father's education and between Occupational Aspiration and mother's occupational status (traditional or nontraditional).     

Increasing Technological Employment Opportunities for Women in the Armed Forces

In this study, the authors analyze the occupational distributions of female officers and enlisted personnel in the armed forces. Data confirms that women are underrepresented in high-technology occupational groups and are disproportionately represented in traditional career fields. Strategies are suggested to increase the numbers of women in high-technology occupations.     

The influence of gender labels on the sex typing of imaginary occupations

Social scientists have been concerned not only with gender stratification within the occupational labor force but with young peoples' recognition and aspiration toward same-gender careers. In this paper we investigate how gender labels influence individuals' evaluational sex typing of occupations. Four gender-marked booklets were constructed such that six imaginary occupations within the story were performed by persons labeled as women, men, both men and women, or individuals. College, high-school, and fifth-and third-grade students were asked to evaluate whether a gender-marked occupation was a position for women, men, or both sexes and possible for girls and boys. Students were also asked to indicate which occupations they preferred. Not only were the occupations classified in relation to the gender labels, but occupational gender barriers were perceived. In essence, males were restricted from engaging in female-labeled jobs and females were restricted from engaging in male-labeled jobs. However, career aspirations     

Sex Differences and Occupational Influences on Health Care Utilization Aboard U. S. Navy Ships

This study assessed health care requirements of men and women aboard U.S. Ngvy ships. It was hypothesized that shipboard women utilize more health care services than men and that these differences are greatest in occupational spe- cialties that traditionally have not been open to women. Data were collected periodically from 20 ships over the course of a year. Results indicated that the pattern of sex differences in health care utilization aboard Navy ships is similar to that of the nation as a whole. Shipboard women use health care resources at a significantly higher rate than men. The magnitude of the sex differences in shipboard health care use, however, appears to be less than that found in the civilian community. Results also demonstrated that women in nontraditional occupations visited sick call at a significantly higher rate than women in traditional occupations. Various theoretical implications are discussed.     

Predictors of Coping with Work Stress: The Influences of Sex,Gender Role,Social Desirability,and Locus of Control

This investigation examined the influence of 4 personal attributes—sex, gender role, social desirability, and locus of control—as predictors of coping with work stress. Participants were 208 employed adult students (154 females and 54 males), primarily European Americans (90.4%) from working-class backgrounds. Theresults indicated that men were more likely to use alcohol and women more likely to use direct action. Femininity and/or masculinity scores predicted control-related coping butwere unrelated to escape-related coping. High social desirability scores predicted direct action coping, whereas low scores predicted alcohol use. In terms of locus of control, an internal orientation predicted help-seeking and positive thinking, a powerful others orientation predicted avoidance/resignation, and a chance orientation predicted alcohol use.     

Vocational interests of career and homemaker oriented women

Women who had completed the SVIB-W as freshmen in college were contacted 13 to 21 years later and were classified as career (N = 236) or homemaker (N = 527) oriented on the basis of their actual work experiences. Significant differences between the groups were found on 25 of the 44 occupational scales, one of the three nonoccupational scales, and four of the 19 basic interest scales. The interests of the homemaker oriented women were more similar to the interests of women in business, nonprofessional, and home economics occupations while the interests of the career oriented women were more similar to the interests of women in the verbal-linguistic, verbal scientific, and scientific occupations. The results are discussed in terms of previous research and Holland's Occupational Classification system.     

Women, careers, and work-life preferences

There are no sex differences in cognitive ability but enduring sex differences in competitiveness, life goals, the relative emphasis on agency versus connection. Policy-makers' and feminist emphasis on equal opportunities and family-friendly policies assumes that sex discrimination is the primary source of sex differentials in labour market outcomes—notably the pay gap between men and women. However, some careers and occupations cannot be domesticated—examples are given—and this also poses limits to social engineering. Recent research shows that high levels of female employment and family-friendly policies reduce gender equality in the workforce and produce the glass ceiling. Preference theory is the only theory that can explain these new trends, the continuing pay gap and occupational segregation. Preference theory implies that there are at least three types of career rather than one. However, the differences between men and women's career goals are smaller than sometimes thought.     

A study of career patterns of women college graduates

The employment and educational histories of 498 women college graduates of 1968 were investigated to assess the women's career progress in the 10 years since college. The women were classified in a proposed seven-category system of career patterns adapted from those of D. G. Zytowski (Personnel and Guidance Journal, 1969, 47, 660–664) and K. P. Wolfson (Journal of Counseling Psychology, 1976, 23,(2), 119–125). The system established categories for pioneer (nontraditional) as well as traditional women's occupations at varying levels of both span (length) and degree of participation in paid employment. The seven resulting career pattern groups were compared on personal and career-relevant variables. The findings indicated that a majority of the women graduates have worked continuously outside the home since 1968, and many have entered pioneer occupations. Only 1.4% of the present sample of women were full-time homemakers throughout the 10-year period. On the other hand, 28.5% of the women in the sample were currently employed in pioneer occupations. A majority of the women (79%) have combined both careers and homemaking. Women in traditionally female careers, as compared with pioneer women, were less likely to change careers across the 10-year period, and were more likely to move in a horizontal or downward career direction. Pioneer women were more likely than traditionals to move from lower-to higher-level careers. The findings support the use of the adapted classification system in future studies and also provide data for use with women who are now planning for future careers and lifestyles.     

Two sides of the career resources coin: Career adaptability resources and the impostor phenomenon

Considering the impostor phenomenon (IP) as an important psychological construct in the context of career development requires a theoretical grounding. Using the career construction model of adaptation as a guiding framework, we investigated how the IP is related to adaptive readiness (represented by core self-evaluations), career adaptability resources, and adapting responses, namely, career planning, career decision-making difficulties, career exploration, and occupational self-efficacy. We used parallel multiple mediation modeling to investigate specific indirect effects through concern, control, curiosity, confidence, and the IP. We conducted an online study with 289 university students. Results indicated a positive effect of core self-evaluations on career planning, career exploration, and occupational self-efficacy and a negative effect on career decision-making difficulties through adaptability resources. The IP emerged as a “maladaptability” resource: That is, it might be a hindrance to adaptive coping and behavior and consequently promote maladaptive coping and behavior by decreasing career planning and occupational self-efficacy and increasing career decision-making difficulties. Supplementary negative effects of the IP on adaptability resources are discussed.     

Increasing similarity in the values and life plans of male and female college students? Evidence and implications

A time-series analysis of college freshmen indicates that from 1969 to 1984 there has been a dramatic increase in the value women place on status-attainment goals, but not a comparable decrease in the value placed on domestic-nurturant goals—a pattern that reflects an amalgamation rather than a masculinization of the feminine value constellation. As the value placed on status-attainment goals has not increased as significantly for males, there has been a narrowing of the difference in the value constellations of the sexes over this time period. Further, there has been a greater increase in the percentage of women than men aspiring to graduate degrees and to the highest status professional and executive occupations, resulting in increased congruence in the educational and high-status career goals of women and men. The limitations and implications of these data are discussed.The research for this paper was funded by a grant from the Josiah Macy Jr. Foundation. I thank Andrea Tyree and Norman Goodman for reading and commenting on earlier drafts of this paper. I particularly thank Stephen Cole for his incisive comments.     

The Role of Masculinity/Femininity, Values, and Occupational Value Affordances in Shaping Young Men��s and Women��s Occupational Choices

Gender differences in occupational values have been well-established, yet little research has examined the predictive qualities of individual difference variables such as self-perceived masculinity/femininity on values and these constructs?? predictive role in the traditionality and perceived value affordances of future occupations??or the values persons expect a job to fulfill. Undergraduates (185 males, 401 females) from the Eastern, Southern, and Midwestern United States reported their occupational values, self-perceived masculinity/femininity, expected occupations, and the perceived value affordances of these jobs. Results indicated significant relationships among self-perceived masculinity/femininity, value endorsements, and the perceptions of value affordances. Results also indicated some differences among the three subsamples as well as gender differences across subsamples. Also, value endorsements mediated the relationships between self-perceived masculinity/femininity and traditionality and self-perceived masculinity/femininity and perceived value affordances. Thus, the values associated with jobs and personal value endorsements are important variables in career choice. The implications of these findings are discussed, and it is suggested that perceptions of occupational value affordances may be an entry point for intervention when trying to reduce occupational gender segregation.     

African American Women in the Workplace: Relationships Between Job Conditions, Racial Bias at Work, and Perceived Job Quality

Although studies have described work processes among employed African American women, few have examined the influence of these processes on job outcomes. This study examined relationships between African American women's exposure to a range of occupational stressors, including two types of racial bias—institutional discrimination and interpersonal prejudice—and their evaluations of job quality. Findings indicated that institutional discrimination and interpersonal prejudice were more important predictors of job quality among these women than were other occupational stressors such as low task variety and decision authority, heavy workloads, and poor supervision. Racial bias in the workplace was most likely to be reported by workers in predominantly white work settings. In addition, Black women who worked in service, semiskilled, and unskilled occupations reported significantly more institutional discrimination, but not more interpersonal prejudice, than did women in professional, managerial, and technical occupations or those in sales and clerical occupations.