Need fulfillment in the career development of women

To test Harmon's proposal that Maslow's needs theory can explain differences in women's career decisions, need importance scores of 481 college graduate women of 1968 were contrasted. Since full-time homemakers are dependent upon another person for fulfillment of basic needs (Maslow's security-safety and social needs), it was hypothesized that these needs would remain prepotent and, therefore, would be higher for homemakers than for women employed outside the home. Esteem and self-actualization needs of employed women were expected to be higher for employed women than for homemakers. The results of the analyses generally supported the hypotheses. The major resulting discriminant function contrasted negative weights on basic needs with positive weights on high-level needs. Homemakers scored highest on security-safety and social needs, while professional-managerial and clerical-sales workers scored highest on the esteem need. In an unexpected finding, self-actualization was found to be the highest-ranked need for all groups of women in the study.     

Two tests of Maslow's theory of need fulfillment

In a two-part test of Maslow's theory of human motivation, two relationships were explored: (1) the relationship between need importance and need deficiencies, and (2) the relationship between need deficiencies and life satisfaction. The subjects were groups of women college graduates in three types of occupations: professional-managerial, clerical-sales, and homemaking. In the first study, group differences in actual deficiencies did not support the hypothesis that need importance is negatively correlated with need deficiencies. Rankings of the deficiencies for the three groups, however, were consistent with the hypothesized relationship, as were the small but significant correlations that were obtained between need importance and deficiency values. In the second study, the findings gave partial support to Maslow's theory in that a significant relationship was found between need fulfillment and life satisfaction for two of the three occupational groups. The findings of both studies are discussed in relation to considerations in women's career development.     

Construct validation of the Self-Control Schedule

The present paper describes an investigation of the construct validity of the English version of M. Rosenbaum's (1980, Behavior Therapy, 11, 109–121) Self-Control Schedule (SCS). A total of 121 Brigham Young University students took the SCS and several other measures. t tests were conducted between the Brigham Young University student SCS means and the SCS means of samples from two midwestern universities. Pearson correlations between the SCS, the SCS subscales, Rotter's I-E scale, the Manifest Anxiety scale, and the Religious Orientation scale were computed. Reliability analyses were conducted on the SCS subscales. The results (a) provide additional normative data about the SCS, (b) further establish the comparability of the Hebrew and English versions of the SCS, (c) expand the nomological network and support the construct validity of the SCS, and (d) indicate that the SCS may have potential as a multidimensional instrument.     

Exploring new directions for Strong-Campbell Interest Inventory Occupational Scale construction

Recent concern for eliminating Strong Vocational Interest Blank (SVIB) sex bias has focused on the current use of separately normed Occupational Scales for the two sexes. This study implemented six basic methods of scale construction to examine the feasibility of combined-sex scales as well as advantages or disadvantages of modifications of current techniques designed to improve both single-sex and combined-sex scale construction. To study these six methods of scale construction, samples of male and female Ph.D. sociologists were collected. Concurrent validity and test-retest reliability data indicated that combined-sex scale construction for sociologists is possible if differences in female and male occupational interests, as measured by the SVIB, are treated as irrelevant variables in the world of work, and if concurrent validity is sacrificed.     

A thematic coding system for the intimacy motive

A new thematic (TAT) measure of intimacy motivation was developed and cross-validated in four separate arousal studies using three different college populations. A brief sketch of the derived thematic scoring system for intimacy motivation was presented. The goal state of the intimacy motive was defined as experiencing a warm, close, and communicative exchange with another person. In a college sample, subjects scoring high on the intimacy motive were rated by friends and acquaintances as significantly more “warm,” “natural,” “sincere,” “loving,” and “appreciative” and less “dominant,” “outspoken,” and “self-centered” than subjects scoring lower. The results were discussed in terms of the theories of Sullivan on the need for interpersonal intimacy, Maslow on growth motivation and “B-love,” Bakan on communion, and Buber on the I-Thou relation. Differences between the new coding system and the need for Affiliation (n Aff) system for scoring imaginative productions were also suggested.     

Nonverbal cues to sex-role attitudes

This study explored the relationship between self-reported attitudes toward “masculinity-femininity” and nonverbal behavior as judged by peers. Subjects (Ss) were preselected using an Mf questionnaire into: high-“feminine” males (N = 16) and females (N = 15) and low-feminine males (N = 16) and females (N = 15). The 62 Ss were videotaped in a 5-min standardized interview. Peer-age judges (Js) then viewed the videotapes without sound and asked to check which of the 170 adjectives describe Ss. Some Js were asked to rate average college male and female. A large number of adjectives discriminated the sexes (91 out of 170). Women were more often seen as warm, affable, oversocialized, emotional, and unstable. Men were seen as forceful, dominant, and detached. Sixty-two adjectives discriminated high- and low-feminine women. Feminine women were seen as warm, affable, oversocialized, and submissive, while low-feminine women were seen as dominant. High-feminine men were described as impulsive, dominant, and socially uneasy, while low-feminine men were seen as oversocialized and conventional.     

The effects of a career course on undecided college students

The effects of a career course taught by 11 instructors (two sections each) for college students, who were undecided about a major field or career, were evaluated in a pre-post design using the Vocational Identity, Occupational Information, and Barrier scales of the My Vocational Situation (J. A. Holland, D. C. Daiger, & P. G. Power, Palo Alto, Calif.: Consulting Psychologists Press, 1980). Large main effects were observed for the Identity and Occupational Information scales, but not for the Barriers scale. No interactions by instructor or student characteristics were found by using a simple ANOVA procedure or by using a split plot factorial design. The implications for new research and career instructors were discussed.     

Vocational behavior and career development, 1977: A review

This review covers several books and selections from several journals published in 1977 on topics in vocational behavior and career development. Coverage includes theoretical contributions in vocational choice, development and correlates of choice, decision and indecision, assessment of career skills and interests, self-estimates, and sex bias. Material relating to the vocational behavior of adults contains sections on theory, satisfaction, performance, career development, and mid-career change. A final section is devoted to a review of studies of interventions.     

Attitude processing strategies

Several models of memory-based attitude processing were examined in a laboratory experiment. After receiving stimulus information with implications for either one or both of two attitudes (toward a person and toward a behavior with respect to this person), subjects were asked to recall the information and to report their attitudes. Information was received under instructions to form only one of these two attitudes. Consistent with past research, information was subsequently better recalled when it had implications for the attitude being evaluated than when it did not. However, null effects of the instructional set on reported attitudes suggested that subjects relied on their memory-for-attitude (or additional implications) rather than on memory-for-facts. The present findings extend the generality of this conclusion to behavioral attitudes, large stimulus sets, and heterogeneous stimulus items. Low correlations between recalled stimuli and reported attitudes also supported a memory-for-attitude model. However, correlations between behavioral attitudes and recall of behavioral outcomes increased under certain conditions. Results are discussed in relation to recent findings in person perception research.     

A developmental study of semantic elaboration and interpretation in recognition memory

Two experiments examined semantic elaboration and interpretation in recognition memory of 4-year-olds and college students. Subjects were presented pictures of color-specific and non-color-specific items, and then tested for their recognition of the chroma of the items. In Experiment 1, one-half of the presentation items were black and white and one-half colored, and testing always involved one black and white and one colored choice. In Experiment 2, all of the presentation items were colored, and testing always involved two colored choices. In both studies, the pattern of results of the two age groups was similar. Experiments 1 and 2 indicated that recognition judgments were based on representations that were elaborated with preexperimentally acquired semantic color information, and Experiment 2 also indicated that recognition judgments were based on representations that contained interpretive information about the appropriateness of the colors of the items. The results were considered to support and extend the view that when young children and adults share a common knowledge base, they are likely to engage in similar and extensive semantic processing.     

A note on the dynamics of work adjustment

The process of work adjustment, as derived from the Theory of Work Adjustment, is presented in a systems-type model. The model integrates the original propositions of the theory with the more recent work on personality-style dimensions. The mechanisms of adjustment to work are discussed to emphasize the dynamic nature of the complete work-adjustment process. The constructs of Work Behavior and Organizational Behavior are introduced as intervening variables in the adjustment process. It is also shown that the forecasting of work adjustment requires the addition of the constructs of Abilities and Ability Requirements.     

Effects of relative nurturance and social power on observational learning and imitation

Preschool children observed two models, one of whom (controller of resources) controlled rewards dispensed to the child and to the other model (rival consumer of resources). The nurturance of the controller was varied in terms of his relative generosity towards the subject and rival consumer. Controllers were imitated to a greater extent than consumers only when the controller had been more nurturant to the child than to the rival consumer. Imitation of the controller and consumer were affected differently by the various conditions of nurturance, but children's learning of each model's behaviors were affected similarly by the conditions. The learning and imitative performance of each model's behaviors were uncorrelated, and imitation of one model did not correlate with imitation of the other. However, the learning of the two models' behaviors was highly correlated.     

A multivariate investigation of the reinforcer structure of occupations

Earlier research based on 81 Occupational Reinforcer Patterns (ORPs) suggested a nine-category classification of occupations. The present research, based on 148 ORPs, investigated the ability of that classificatory system to assimilate new information. Cluster analysis of the 148 ORPs yielded an eight-category classification of occupations in which five of the original occupational clusters appeared virtually unchanged; the other four original clusters were combined into two occupational clusters. One new cluster was identified. Principal factors analysis was employed to study the factor structure of the occupational reinforcers and to highlight the essential nature of the classificatory system. Five reinforcer factors were identified.     

Partial reinforcement and autoshaping of the pigeon's key-peck behavior

Pigeons were exposed to continuous and partial reinforcement (25%) schedules in an autoshaping procedure. The number of trials and/or pairings per session were equated across two factorial group sets and all groups were trained for a fixed total number of acquisition trials (192). When acquisition was analyzed as a function of reinforcements delivered, the groups receiving fewer number of trials per session acquired the response faster, independently of the percentage of reinforced trials. Moreover, the number of reinforcements to satisfy an acquisition criterion was a monotonic function of the number of trials per session but not of the schedule. The results are discussed in relation to the neocontinuity and the scalar expectancy theories.     

A self-efficacy approach to the career development of women

An approach to the conceptualization and facilitation of women's career development based on Bandura, 1977, Bandura, 1977, 84, 191–215) self-efficacy theory is presented. The model presented postulates that largely as a result of socialization experiences, women lack strong expectations of personal efficacy in relationship to many career-related behaviors and, thus, fail to fully realize their capabilities and talents in career pursuits. Sex differences in the access to and availability of four sources of information important to the development of strong expectations of personal efficacy are reviewed and discussed in relationship to women's career decisions and achievements. The utility of the proposed model for integrating existing knowledge of women's career development, for generating productive avenues of inquiry, and for guiding intervention efforts is discussed. The conceptual framework provided is seen as having implications for the career development of men as well as women, but the focus herein is on its potential for contributing to knowledge of the career development of women.     

Fear of success,sex role attitudes,and career salience and anxiety levels of college women

This study examined, for 99 female undergraduate students, both the relationship between fear of success, sex role attitudes, and career salience, and the relationship between fear of success, career salience, and trait anxiety. Fear of success was assessed using the Fear of Success Scale, while sex role attitudes were assessed using the Attitudes towards Women Scale. Career Salience was measured by the Career Salience Scale, and trait anxiety was assessed by the trait subscale of the State-Trait Anxiety Inventory. The results indicated that fear of success and sex-role attitudes, in combination, significantly predicted the level of career salience in a multiple regression analysis. The women higher in fear of success and more traditional tended to be lower in career salience. Trait anxiety levels of women did not differ significantly as a function of fear of success, career salience, or the combination of the two.