Barriers and Supports for Continuing in Mathematics and Science: Gender and Educational Level Differences

This article presents three studies that provide an in-depth examination of STEM-related supports and barriers. These studies constructed an instrument to identify male and female perceptions of the barriers and supports for pursuing coursework and/or careers in mathematics and sciences domains; to pilot test and refine that instrument; and then to explore gender differences in perceptions of supports and barriers at three different educational levels: middle school, high school, and college. Study 1 involved using literature reviews and in-depth interviews at the three educational levels to broadly identify perceived supports and barriers, and to develop a taxonomy of barrier and supports at each level. Based upon the taxonomy, study 2 involved the construction and pilot testing of a barriers and support instrument. Study 3 involved administering the revised instrument to a large sample of participants at each educational level. Results indicate both gender and developmental differences in perceptions of the barriers and supports for pursuing a math or science curriculum.     

Who benefits from independent careers? Employees,organizations, or both?

The traditional organizational career has been depicted as the classic example of how employers and employees can develop a mutually beneficial relationship; but changes in the competitive landscape and in individual work values have challenged its viability. Commentators have argued that a ‘new career’ deal, encapsulated by the notions of the protean and the boundaryless career, has emerged suggesting a shift in control of careers from organizations to individuals. Research has explored the implications for individuals' careers while largely neglecting consequences for organizations. Our paper seeks to remedy this by exploring both the individual and the organizational outcomes of independent career orientations and the extent to which organizations can manage these through high commitment human resource management (HRM) practices. Our study, conducted with 655 employee–supervisor dyads, indicates that a protean career orientation results in gains for both employees and organizations, whereas a boundaryless career orientation is associated with mutual losses. In addition, our findings suggest that high commitment HR practices play an important role in managing the outcomes of employees seeking traditional careers but have only a limited impact on those with a boundaryless career orientation.     

A model of career success: A longitudinal study of emergency physicians

Objective and subjective career success were hypothesized to mediate the relationships between sociodemographic variables, human capital indices, individual difference variables, and organizational sponsorship as inputs and a retirement decision and intentions to leave either the specialty of emergency medicine (EM) or medicine as output variables. Objective career success operationalized as the number of leadership positions held did not mediate the relationship, but income change and career satisfaction mediated the relationship between the hours worked and years employed in emergency medicine. Work centrality was significantly related to subjective career success more so for men than women and perceptions of success or self-efficacy were positively related to subjective career success for women, but not for men. The expected pattern of women indicating more difficulties with personal time and family time did not emerge; but women did indicate less perceived support from the organization, fewer EM leadership positions, less perceived control over their work situation and less organizational support than did men.     

ICT – the new frontier? Pushing the boundaries of careers practice

Much progress has been made in integrating information and communications technology (ICT) into careers practice, but there is still room for improvement. An international lens is adopted to examine some key elements that contribute to the successful integration of ICT into careers practice. We start by exploring the role of policy, using the UK as a case study. Next, the perceptions that Finnish career practitioners have of ICT are reviewed using research findings into the different ways they think about social media and its purpose in career services. Finally, lessons learned from the design and integration of online services within career development programming in Canada are discussed that ensure accessibility both to practitioners and their clients.     

Gendering career capital: An investigation of scientific careers

In this article we reflect on the increasingly popular concept of career capital, and apply the concept to data generated with a sample of women scientists. We propose that by examining career capital through a ‘gendered lens’ we can provide insight into structural constraint, often missing in discussions of this concept. Based on the findings from in-depth interviews with 31 women scientists, ranging from post-doctoral researcher to professor, we argue that even within occupational fields the notion of capital must be seen as differentiated, not only in terms of its meaning and expression within these fields, but also in terms of its availability. Thus we suggest that in analyzing careers we should examine deficits and impediments alongside capital, whilst maintaining awareness of social structural constraint.     

Math interest and choice intentions of non-traditional African-American college students

This study investigated the application of the social-cognitive career theory (SCCT) (Lent, Brown, & Hackett, 1994) to the math interest and choice intentions of non-traditional African-American college student population. The associations between the social-cognitive constructs were examined to identify their relation to math interest and choice intentions. The participants were 156 college students enrolled at a Midwestern, predominantly African-American university. The results supported the application of this model to the non-traditional population. Math self-efficacy was the strongest factor in developing and predicting math interest and choice intentions. The link between outcome expectations and choice intentions was not evident. Implications for future research are discussed.     

Career behavior in the knowledge economy: Experiences and perceptions of career mobility among management and IT consultants in the UK and the USA

The traditional lifelong organizational career model no longer remains relevant for many workers, particularly those active in the knowledge economy. Instead these workers are claimed to pursue boundaryless and protean careers. This paper explores management and IT consultants’ experiences and perceptions of career mobility in the UK and the USA. The findings from this multi-level study reveal that the permeation of organizational boundaries among these workers is characterized by a somewhat segmented spectrum of boundary-crossing behavior. The exploration of this form of career mobility demonstrates that inter-organizational mobility should not be dislocated from other types of career mobility when analyzing career behavior among these workers. In addition, the findings also highlight the role that inter-organizational relations and/or national institutional context play in shaping career patterns in these contemporary forms of work.     

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.