Personal Factors Related to Typicalness of Career and Success in Active Professional Women

Eighty women from the field? of medicine and law, in careers ranging from very atypical to very traditional for women, were compared on the Wechsler Adult Intelligence Scale (Vocabulary and Block Design subtests), Bern Sex-Role Inventory, Atkinson's measure of achievement motivation, and a childhood experiences questionnaire developed in conjunction with the study. Subjects in atypical, relative to those in typical careers were found to score higher 011 cognitive measures, psychological masculinity, and, in law, achievement motivation. Childhood experiences of women in atypical careers included: more traditionally masculine play patterns, greater unhappiness during adolescence, and less coercion by parents to fit a traditionally feminine stereotype.     

Girls and Engineering: Perceived Influences on Career Choice amongst Female Craft and Technician Engineers and Non-Engineers

There are very few women who take up careers as engineers - especially at the non-professional level. The present research attempts to throw some light on this issue, examining by means of a postal questionnaire the educational experiences of 22 young women craft and technician apprentices in a variety of engineering jobs. Comparisons are made with 33 similar young women who have chosen more traditional 'female' occupations. The results show significant differences between engineers and non-engineers in terms of their subject choices and curriculum opportunities at school and their perceptions of the attitudes of parents to wards their careers. Possible implications of the findings for developments in curriculum planning and careers guidance are explored.     

What are careers officers thinking of? How information cues are selected and used in careers interviews

This paper explores the information-seeking practices of careers officers during careers interviews. Research in decision-making is used to establish hypotheses, with a focus on findings in the fields of heuristics, cognitive mapping and medical diagnostics. Sensitive areas for careers guidance providers in this research field are outlined. A small-scale research project is described, which indicated support for several of the hypotheses. A model is suggested of how careers officers may elicit and use information cues in order to mentally match clients' post-16 choices against perceived opportunities. The implications for careers officer practice and careers service fundholders are discussed.     

The gendered nature of career development of university professors: the case of Turkey

This paper examines the gendered nature of the careers of university professors in Turkey, where 23% of professors are women. This proportion is relatively high compared to Western Europe and the United States, indicating that Turkey is an important country in which to study women and men’s professorial careers in academic institutions. The paper draws on original documentary sources and a qualitative study of Turkish professors. It demonstrates how the interplay between state policy and the dominant family ideology has enabled and constrained both women and men’s careers, but in different ways. The paper also suggests that the progress made towards women’s hierarchical equality may in the future be threatened by the current transformation of the university sector in Turkey.     

Approaching math increases math = me and math = pleasant

In two studies, we examined the effect of extensive practice in approaching math on implicit identification with math, implicit math attitudes, and behavior during a math test. The results from Study 1 demonstrated that women trained to approach math showed more identification with and positive implicit attitudes toward math than women trained to avoid math. Notably, this latter pattern of findings was only evident for women low in initial identification with this field. The results from Study 2 replicated these findings by showing that women who were initially low in math identification and trained to approach math showed more implicit identification with math and attempted more items on a math test than women trained to respond to math in a neutral way. The implications of these findings for current theorizing on the gender gap in women’s representation in math related careers are discussed.     

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.     

Why Managerial Women are Less Happy Than Managerial Men

Women with managerial careers are significantly less satisfied with their life than their male counterparts. Why? In a representative German panel dataset (GSOEP) we find biological constraints and substitutive mechanisms determining the subjective well-being of female managers. Women’s terminated fertility has a negative impact on women’s life satisfaction between the ages of 35 and 45, when managerial careers usually take off. Money and spare time can compensate for this biological difference. But to maintain an equivalent level of happiness, women need to be compensated by much more income for each hour of spare time given up than men do. So, in order to reach better gender equality in leadership positions, women must be either paid higher incomes (on average around 10%) or must be incentivized with more spare time than men. In the conclusion, we speculate on a new mix of carrots and sticks for advanced careers in order to boost female representation in leadership positions.     

Implicit stereotypes, gender identification, and math-related outcomes: a prospective study of female college students

This study examined the effects of gender identification and implicit and explicit gender stereotyping among undergraduate women enrolled in college-level calculus courses. Women's gender identification and gender stereotyping regarding math aptitude were assessed after the course's first midterm exam. Implicit, but not explicit, stereotyping interacted with gender identification to affect women's performance on their final exams and their desire to pursue math-related careers. Women who showed low gender identification and low implicit gender stereotyping performed best on the final exam, and women with high scores on both factors were the least inclined to pursue math-based careers. Implications for the underrepresentation of women in math and the hard sciences are discussed.     

Measuring clients' experience of careers guidance interviews: Exploratory studies

Initial findings of the development of a measure of client experience of the careers guidance interview are reported. Initially based on the Medical Interview Satisfaction Scale (Wolf et al., 1978), items were derived which sampled across affective, cognitive and behavioural components of careers interviewing. The scale is pilot tested on 60 15 and 16 year-old school pupils, of low academic potential and all of whom had experienced a careers interview with a careers officer. Initial results are only partially supportive of the findings of Wolf et al. (1978). Results of a further field study of the 20-item scale based on 54 careers interviews are also reported where factor analytic data are promising. The contribution of the scale in testing related hypotheses (e.g. met expectation hypothesis) is indicated.     

The career states system model: A new approach to analysing careers

The changing careers of research scientists under the influence of contemporary pressures are examined, drawing on original case-study research covering four settings: higher education institutions, industrial R&D, government research laboratories, and research institutes. Moving away from the traditional linear model of career progression, a dynamic model of career states is introduced. This acknowledges that investment of individual and organisational energy in careers will ebb and flow under the influence of a range of contextual and personal variables. It is proposed that the career states system model can be used as an aid to careers guidance for both men and women. Some of the issues to which scientists must be alert in order to manage their careers effectively are addressed     

Professional Women's Midcareer Satisfaction: Toward an Explanatory Framework

For the last two decades, professional women have entered the workforce at an unprecedented pace. Despite their labor force participation rates, numerous studies reveal that professional women face stereotyping, struggle with bias in performance appraisal, promotion, and salary, and are confronted with serious work/life tradeoffs as they climb the corporate ladder. Yet, relatively little is known about how satisfied professional women are with their careers, particularly as they move beyond entry level into midcareer. What are the critical factors that explain women's midcareer satisfaction? What factors explain differences among women in their midcareer satisfaction? Drawing on streams of research in gender and organizations, careers, sociology, and psychology, this paper begins to map out key demographic, career history, organizational, job, and stress factors proposed to explain professional women's midcareer satisfaction. Directions for future research are highlighted.

     

Sex ratio and women's career choice: does a scarcity of men lead women to choose briefcase over baby?

Although the ratio of males to females in a population is known to influence behavior in nonhuman animals, little is known about how sex ratio influences human behavior. We propose that sex ratio affects women's family planning and career choices. Using both historical data and experiments, we examined how sex ratio influences women's career aspirations. Findings showed that a scarcity of men led women to seek high-paying careers and to delay starting a family. This effect was driven by how sex ratio altered the mating market, not just the job market. Sex ratios involving a scarcity of men led women to seek lucrative careers because of the difficulty women have in finding an investing, long-term mate under such circumstances. Accordingly, this low-male sex ratio produced the strongest desire for lucrative careers in women who are least able to secure a mate. These findings demonstrate that sex ratio has far-reaching effects in humans, including whether women choose briefcase over baby.     

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.     

Patterns of Adjustment to the Career/Family Conflict of Technically Trained Women in the United States and Israel1

The number of women in technical/scientific careers is still very small worldwide. The aim of the present paper is to understand how women who are already pursuing technical careers experience and reconcile the demands of their professional and private lives in two different national contexts. Participants in the study were 453 women in two countries with different socioeconomic, political, and cultural backgrounds: the United States and Israel. The cross-cultural perspective is employed here in order to better understand the universal aspects of the phenomenon, as opposed to those that are tied to a particular situational or cultural context. Women in both countries face a practical dilemma in combining career and family as well as a femininity dilemma related to their identity as women. These dilemmas differ according to the life stage of the women, but the effects vary by national culture.     

Dr. Susan W. Gray

While Susan W. Gray is known primarily for her work with the Early Training Project, a pioneering early intervention program with low-income black children, she has also influenced the development of school psychology and the creation of Early Childhood Education as a discipline. In addition, in her own quiet way, she has supported the career development of a number of professional women who have had impact on child development, early childhood education, and school psychology. Four major themes are used to present Susan Gray's biography: (1) being ahead of her time in terms of thinking which allowed her to take advantage of opportunities; (2) the role of serendipity versus long-range planning of career trajectories; (3) specific influences on her as a woman; and (4) a lifetime of courage and dedication. Examples of work which was in advance of psychology included work in early intervention with low-income children, an emphasis on the use of scientific experimental methodology in field research, an eclectic approach which crossed disciplinary boundaries, a consultative approach to school psychology, and the inclusion of affective and cognitive education in inter-     

Why the Academic Pipeline Leaks: Fewer Men than Women Perceive Barriers to Becoming Professors

Women are underrepresented in the professoriate compared to men; this study was designed to examine whether systemic barriers associated with parenting discourage women from pursuing academic careers. Data from 468 female and male graduate students were collected through an online questionnaire. More men than women intend to pursue academic careers. Parenting and mobility issues—but not research or teaching issues—were more negatively associated with entering the professoriate for women than for men. However, women were not more interested in having children than men were. Results support the hypothesis that women self-select away from academia in response to perceived systemic barriers related to parenthood. To ensure quality and equity in academia, universities should enact policy that addresses the realities of childbearing and childrearing women.     

Video game preferences and their relation to career interests

The current study used an mTURK sample to determine if there is a relation between video game preferences and career interests. Previous research has found that individual (e.g., personality) differences influence gaming preferences (Zammitto, 2001) and we sought to extend these findings to the domain of career interests. In addition, we examined the potential moderating role of gender. Since researchers have found that gender disparities in spatial attention can be reduced by playing certain types of video games (Feng, Spence, & Pratt, 2007), and it has been demonstrated that spatial ability is an important predictor of success in careers where women are typically underrepresented (Blickenstaff, 2005), we predicted that women with a preference for these types of games (versus a general preference) may have more interest in these careers. We found that gaming motivations were differentially associated with career interests. In addition, gender was found to significantly moderate a number of these relations, such that the association between gaming tendencies and career interests was stronger for women than for men. Findings from the current study should help guide future research that aims to increase the representation of women in STEM careers.     

Comparison of Life Styles of Honors,Non-Honors Women

This study compares the after-college life styles of participants in a college honors program with a control group of women who were not college honors students in order to determine the effects of a college honors program on life roles after college. The 81 participants of this study represent 93 percent of women who participated as college freshmen and during their ensuing college years in a study to determine the effects of an honors program on students while still in college. The results of the current study—the first contact with the women since they left college—illustrates the differences between the present life roles of these two groups of women in the areas of family involvement, careers, education, and community participation. The results show significant differences between honors and non-honors subjects in career-orientation and in commitment to their field of study and to the university at which they studied.     

ANTECEDENT FACTORS DIFFERENTIATING WOMEN AND MEN IN SCIENCE/ NONSCIENCE CAREERS

Factors that differentiate women and men who choose a science career from those who do not were investigated using longitudinal data from 1980 and 1990. The participants (N = 459) were ninth or twelfth graders at six midwestern high schools in 1980. Women in science compared to women in other careers were significantly more likely to value math and science for their future career goals, whereas men in science compared to men in other careers had significantly higher high school grade point averages in natural science and higher career aspirations. Not unexpectedly, both women and men in science careers compared to those in nonscience careers took more high school elective science courses because they wanted to, aspired to higher prestige careers as young adults, and attributed their math successes more to their ability. The male model accounted for more than twice the variance accounted for by the female model, and context variables were not predictive for either model. Suggestions for revising the model and improving the assessment of context influences are made. Implications for research and practice include designing and evaluating programs to increase the number of intellectually able girls valuing math and science as these relate to their future goals.