In this article we assess the extant literature on women’s careers appearing in selected career, management and psychology journals from 1990 to the present to determine what is currently known about the state of women’s careers at the dawn of the 21st century. Based on this review, we identify four patterns that cumulatively contribute to the current state of the literature on women’s careers: women’s careers are embedded in women’s larger-life contexts, families and careers (...) are central to women’s lives, women’s career paths reflect a wide range and variety of patterns, and human and social capital are critical factors for women’s careers. We also identify paradoxes that highlight the disconnection between organizational practice and scholarly research associated with each of the identified patterns. Our overall conclusion is that male-defined constructions of work and career success continue to dominate organizational research and practice. We provide direction for a research agenda on women’s careers that addresses the development of integrative career theories relevant for women’s contemporary lives in hopes of providing fresh avenues for conceptualizing career success for women. Propositions are identified for more strongly connecting career scholarship to organizational practice in support of women’s continued career advancement. (shrink)

The persistent gender inequalities in higher education are an ongoing concern among academics. This paper investigates how male and female academics perceive the need for gender-related changes to support academic women’s career advancement in China. Drawing on 40 interviews with male and female academics at a leading Chinese research university, this paper finds that attitudes among male academics were overwhelmingly negative toward the necessity for gender-related changes, whereas the female academics’ responses varied. Two underlying issues cause the relatively (...) similar degrees of unwillingness of men and women to make gender-related policy changes at universities. First, these academics had a strong belief in merit-based rules for promotion, which embedded gender blindness in the name of ‘fairness’. Second, the power of individual choice was the determining factor for women’s career progression, although both men and women acknowledged that their traditional cultural beliefs were rooted in processes and practices that systematically disadvantaged women. The findings expose academics’ low expectations for the successful creation or implementation of institutional policies that support academic women’s career development, considering that male academics did not support gender-related changes, and female academics were not united in their perspectives. In addition, socio-cultural norms were a critical obstacle. The findings suggest that the successful implementation of any gender policies must meet two conditions: they should stress equal opportunities for both sexes and should not jeopardize the perceived ‘fair’ meritocracy in academia. (shrink)

Despite the growing interest in female expatriates, few empirical studies have focussed on corporate career development activities available to women. Given the faltering corporate support for female business expatriates in general, one may presume that such organizational activities are less available to women than to men. To test this proposition, a large number of Western female and male business expatriates assigned to Hong Kong responded to a mail survey. Controlling for differences between the two gender groups, three significant (...) gender differences were found, all indicating a lower availability of these corporate activities to women than to men, partially supporting expectations. These corporate career development activities were fast track programs, individual career counseling and career planning workshops. Implications of these findings for globalizing firms as well as for their female employees are discussed in detail. (shrink)

In recent years, more and more Chinese women have joined the legal profession and have made remarkable achievements in this field. Gender stereotypes, however, which involve a deep-rooted social concept, have seriously hindered Chinese women’s development in the legal profession and have had a profound and adverse impact on women’s career progression. Based on the statistical data in the public domain as well as the ethnographic data drawn from interviews with legal professionals and informal conversations with (...) lawyers known to the principal author, this paper focuses on women in the Chinese legal profession, identifies the causes of women’s dilemmas in their career development as well as the impact of gender stereotyping on them within the legal profession in order to provide some insights on improving gender equality in China. According to the authors, the causes of gender stereotypes in China are diverse: Existing legal institutions promote and maintain such stereotyping practices; traditional gender concepts enter into and disseminated in people’s thoughts; the theory of biological determinism in the field of science misleads the general public; and the legal system constructs women’s status as workers and mothers. In view of this, it is necessary to achieve substantive equality in China’s legal profession by weakening men’s domination of the legal profession, improving the structure and ideology of relevant institutions and policies in offering women more incentives for career development, and also changing women’s understanding of and efforts against biased gender stereotypes. This will help break down China’s gender stereotypes, promote gender equality in the legal profession, and address the dilemma of women’s legal career development. (shrink)

This research study explores women's representation in Indonesia's political development, highlighting the challenges and progress made. Despite an increase in the number of women in the DPR by the 2024 election to 22.1%, major challenges remain in achieving equitable representation. Qualitative research methods were used, involving interviews with female politicians, academics, and activists, as well as a documentation study of relevant policies. The findings show that the 30% quota policy for women in general elections faces various obstacles, including resistance (...) from political parties and inconsistent KPU policies. Gender discrimination and patriarchal culture hinder women's representation in the legislature and executive. In addition, the rounding down policy in KPU Regulation Number 10 of 2023 is considered to hinder the fulfillment of the women's quota. Recommendations include political policy reform, improved political education, and support for women in political careers. Increasing women's representation in leadership positions in the legislature is considered key to achieving sustainable development goals. This research provides insight into the important role of women's representation in strengthening democracy and inclusive political development in Indonesia. (shrink)

In the current career landscape and labor market, career transitions have become a critical aspect of career development and are significant for Human Resource Development research and practice. Our research examines the type of support used during different career transitions and who can provide that support to women in career transition. We investigated four types of social support—emotional, appraisal, informational, and instrumental—and their roles in five types of career transitions: school-to-work transition, upward (...) mobility transition, transition to a new profession, transition to entrepreneurship, career re-entry transition, and transition to retirement. We analyzed 80 journal articles using directed content analysis, cross-tabulation, and nonparametric statistical tests. Instrumental support appears to be the most commonly documented type of social support in this career transition literature. Appraisal support was consistently documented least for each type of career transition. Our results may highlight the importance of personal connections and internal resources in successful career transitions for women. Based on our findings, we offer a model of women's social support network for career transitions and advocate for expanded networks of social support for women anticipating and during career transitions. The results of our study contain insights for how women can be supported in transitioning to the next career experience. We conclude with suggestions for future research. (shrink)

This study explores women’s and men’s perceptions of the specific barriers that prevent women from participating fully in the cultural labour market. To this end, an online questionnaire was administered to 375 cultural professionals in Catalonia regarding their perceptions of the barriers faced by women in a range of areas. The results show similar views between genders regarding the difficulties associated with the work–life balance as the most important obstacle preventing women from entering specific cultural fields and from rising (...) to decision-making positions. However, perceptions of the barriers impacting the recognition of women’s career achievements differed greatly between men and women. While men place more emphasis on issues of work–life balance, women more frequently mention the existence of a glass ceiling and their exclusion from networks of influence. Regarding the visibility of women’s artistic creations, although intersectionality is mentioned by both genders as the main limiting factor, there are marked differences between women’s and men’s perception of the other barriers. Men thus more frequently refer to the barriers of work–life balance and the association of creativity with maleness as the main factors limiting the visibility of women’s artistic creations. In short, this study provides evidence to stakeholders of the different perceptions that men and women have in relation to the main barriers that prevent women from climbing the career ladder; gaining recognition and visibility for their work; and, in some creative sectors, even from entering the labour market. (shrink)

Using data from 80 in-depth qualitative interviews with women randomly sampled from New York City, I ask: how do women develop expectations about their future workforce participation? Using an intersectional approach, I find that women’s expectations about workforce participation stem from gendered, classed, and raced ideas of who works full-time. Socioeconomic status, race, gender, and sexuality influenced early expectations about work and the process through which these expectations developed. Women from white and Latino working-class families were evenly divided in (...) their expectations about their future workforce participation, while the vast majority of white, Asian, African American, and Latina middle-class women expected to work continually as adults. Unlike their working-class white and Hispanic peers, all of the working-class Black respondents developed expectations that they would work continuously as adults. The intersections of race, class, and gender play a central role in shaping women’s expectations about their participation in paid work. (shrink)

This paper explores the role of mentoring and networking in the career development of global female managers. The paper is based on data collected from interviews with 50 senior female managers. The voices of the female managers illustrate some of the difficulties associated with informal organisational processes, in particular mentoring and networking, which hinder their career development. The findings confirm that female managers can miss out on global appointments because they lack mentors, role models, sponsorship, or (...) access to appropriate networks – all of which are commonly available to their male counterparts. The interviewees suggest that men, as the dominant group, may want to maintain their dominance by excluding women from the informal interactions of mentoring and networking. The findings further suggest that if females had more access to networks and mentors they could be socialised in both the formal and informal norms of the organisation and gain career advantages from these. The managers reveal that they encounter additional barriers in ‹a man’s world’ and remind us that there is still much to be changed. (shrink)

Many working women will experience sexual harassment at some point in their careers. While some report this harassment, many leave their jobs to escape the harassing environment. This mixed-methods study examines whether sexual harassment and subsequent career disruption affect women’s careers. Using in-depth interviews and longitudinal survey data from the Youth Development Study, we examine the effect of sexual harassment for women in the early career. We find that sexual harassment increases financial stress, largely by precipitating (...) job change, and can significantly alter women’s career attainment. (shrink)

The manuscript is based on a series of structured interviews with female scientists from around the world who have made significant contributions to psychology and have an impact on their cultural areas. The authors interviewed female scientists and researchers from a similar age group, but from different regions of the world, to capture the factors influencing careers of interlocutors from a similar period and enabling cultural inference. Both the universal and the cultural barriers faced by female scientists/researchers in career (...) development and the factors that have contributed to success in psychology are discussed. Universal and cultural factors served in this manuscript as a guideline for gender equality programs in academia to overcome gender stereotypes, support early career development, support women in reaching leadership positions, and enhance women’s visibility. (shrink)

Women as individuals experience subtle discrimination regarding career development opportunities as evidenced by research on the Glass Ceiling. This paper looks at the ramifications of technology, specifically the Internet, and how it affects women’s career opportunities.

The onset of the electronics-based information revolution will augur changes in the sociological perceptions of 'suitable careers' for women. This phenomenon is particularly evident in rural Appalachia. A planned, systematic delivery system was designed, developed, and implemented by Southwest Virginia Community College to introduce women to the challenges and possibilities of technical careers. This was accomplished through a gradualized phase-in to Technological Literacy, followed by in-depth involvement, culminating in an industrial internship experience. A special curriculum was designed to ease the (...) transition of the women, most of whom were homemakers, into the fast-paced mainstream of the academic environment. Duration of the introductory segment was one academic quarter. All project participants were clustered in a peer group, led by the project director, a trained counselor. In addition to a central course on Career Directions for Women, the program design emphasized Industrial Dynamics, the variety of uses possible with "user-friendly" microcomputers, Computer-Assisted Drafting, Electronics Instrumentation, Mathematics and Communications. Field experiences and visits to area industries were integrated into the program plan, as were visits from women who had achieved success in technical careers. Particular efforts were made to arrange for visits by the limited number of women alumni from the college's technical programs. Students were then mainstreamed into a regular program in Electronics or Computer Aided Drafting in the intermediate segment. Students are given a closer look at the industrial sector in the final segment. An examination of the social structure in Appalachian Virginia is presented, together with an albeit tentative prediction of the implications for female wage earners in this highly traditional region, so dependent heretofore on coal mining. Finally, the concept of whether this effort will lead to evolution, rather than revolution, is discussed. While covering a somewhat homogeneous and unique population cluster, the action blueprint outlined can be applied to other population groups in the U.S. and abroad. (shrink)

Women music educators in the USA have been active in public and private schools, churches, and community organizations. In the nineteenth century, Julia E. Crane founded the Crane Institute of Music, the first institution to train music supervisors; and women developed kindergarten programs throughout the US. In the "private sphere," women taught in home studios and Sunday schools, and published children's songs and hymns. In 1907, the Music Supervisors National Conference (which became the Music Educators National Conference) was founded under (...) the leadership of Frances E. Clark, although only thirteen women have been president of MENC between 1907 and 2010. In the twentieth century, women have edited music textbook series and served on editorial boards of music education journals. This survey of nationally prominent music educators shows the importance of quality education, guiding personal philosophies, positive supportive mentors, and leadership opportunities within the profession for developing successful lifetime careers. (shrink)

Women’s empowerment is a concept describing the promotion of women doing things independently and in their own interests, being more conducive to their future and physical and mental development; this includes participation in different outdoor activities, including sports. This qualitative study presents data collected from 18 young female students at sports and physical education universities in Southern Punjab (SP) in Pakistan, selected using a snowball sampling technique. The current study explores their gendered and lived experiences of playing sports (...) and engaging in physical activities in patriarchal systems by emphasizing the concept of women’s empowerment in the context of feminism in sports theory. The findings suggest that the participants faced typical gender stereotypes in their families and communities, which position sports and physical activities as being not feminine. The chances for women to participate in sports and physical activities decrease as they grow up. However, the participants used a range of strategies to advance their interests and academic careers in sports and physical activities by resisting and incorporating dominant discourses of women’s participation in sports and physical activities, which also has implications in the internal and external policy domains at the local and national levels. The participants displayed great resilience and optimism, empowering them to enter the male-dominated domains, and thus we labeled them as change agents. (shrink)

This paper describes the Gender Equity Project at Hunter College of the City University of New York, funded by the U. S. NSF ADVANCE Institutional Transformation Award program. ADVANCE supports system-level strategies to promote gender equity in the social and natural sciences, but has supported very few teaching-intensive institutions. Hunter College is a teaching-intensive institution in which research productivity among faculty is highly valued and counts toward tenure and promotion. We created the GEP to address the particular challenges that faculty, (...) especially White women and faculty of color, face in maintaining research programs and advancing in their careers at teaching-intensive institutions. During the course of the ADVANCE award, its centerpiece was the Sponsorship Program, a multifaceted paid mentorship/sponsorship program that paired each participant with a successful scholar in her discipline. It offered extensive professional development opportunities, including interactive workshops and internal grants to support research. The GEP helped change key policies and practices by ensuring that all faculty were treated fairly in areas like provision of research start-up funds and access to guidance on how to prepare for tenure and promotion. Qualitative and quantitative evidence suggests that participation in the Sponsorship Program boosted research productivity and advanced the careers of many of the women who participated; the Program was highly rated by all participants. Some of the policy and practice changes that the GEP helped bring about were sustained at Hunter beyond the award period and some were adopted and disseminated by the central office of CUNY. However, we were not able to sustain the relatively expensive Sponsorship Program. We share the lessons we learned, including that creating a diverse, successful social and natural scientific workforce requires sustained support of female faculty employed at teaching-intensive colleges. We acknowledge the difficulties of sustaining gains, and offer ideas about how to make the case for gender equity when women seem to be doing “well enough.” We underscore the imperative of building support for women’s research in teaching-intensive institutions, where most women scientists are employed, and well over 90% of all college students—a disproportionate percentage of whom are female, minoritized, or both—are educated. (shrink)

Despite its place in the humanities, the career prospects and numbers of women in philosophy much more closely resemble those found in the sciences and engineering. This book collects a series of critical essays by female philosophers pursuing the question of why philosophy continues to be inhospitable to women and what can be done to change it. By examining the social and institutional conditions of contemporary academic philosophy in the Anglophone world as well as its methods, culture, and characteristic (...) commitments, the volume provides a case study in interpretation of one academic discipline in which women's progress seems to have stalled since initial gains made in the 1980s. Some contributors make use of concepts developed in other contexts to explain women's under-representation, including the effects of unconscious biases, stereotype threat, and micro-inequities. Other chapters draw on the resources of feminist philosophy to challenge everyday understandings of time, communication, authority and merit, as these shape effective but often unrecognized forms of discrimination and exclusion. Often it is assumed that women need to change to fit existing institutions. This book instead offers concrete reflections on the way in which philosophy needs to change, in order to accommodate and benefit from the important contribution women's full participation makes to the discipline. (shrink)

In the early days of the second wave of the women's movement, women on the liberal end of the feminist spectrum began to work together on issues of equity in economics and education. They developed strategies for lobbying for legislation and administrative regulations affecting women and began to build political networks through which they could accomplish reforms. Women associated with the Women's Equity Action League played an important part in this process and, in so doing, shaped or even transformed their (...) own careers. (shrink)

The sexual division of labor and the social and economic value of women’s work in the home has been a problem that scholars have struggled with at least since the advent of the “second wave” women’s movement, but it has never entered into the primary discourses of political science. This paper argues that John Stuart Mill’s Political Economy provides innovative and useful arguments that address this thorny problem. Productive labor is essential to Mill’s conception of property, and property (...) was vital to women’s independence in Mill’s view. Yet since Mill thought most women would choose the “career” of wife and mother rather than working for wages, then granting that work productive status would provide a radical and inventive foundation for women’s equality. Mill, however, is ambiguous about the productive status of domestic labor, and is thereby representative of a crucial failure in political economic thought, as well as in egalitarian liberal thought on gender. But because Mill at the same time develops a conception of production that goes well beyond the narrow limits offered by other prominent political economists, he offers contemporary political scientists and theorists a way to rethink the relationship of reproductive to productive labor, the requirements for gender equality, and the accepted categories of political economy. (shrink)

Purpose: The purpose of this study was to investigate the extent to which some selected parental factors influence career development among form four students in Isinya Sub-County.Methodology: The study adopted a descriptive survey. The population of the study was all the 572 form four public school students in Isinya Sub-County. The study focused on all the nine public secondary schools from Isinya Sub-County to carry out the survey while proportional random sampling technique was used to sample the students. (...) The researcher used a sample of 114 students from the target population. Questionnaires and interview guides were used as the instruments for data collection. Statistical Package for Social Sciences (SPSS) software was used to analyse the data. Pearson correlation was test relationships between variables and their significanceResults: Results indicate that the father’s education level was significant and negatively correlated with the students career choice (r = -.067, p = 0.0445) at 0.05 significance level. Parent child relationship is of paramount importance as it reinforces positive affirmations on the students that help them excel in life. Thus, most parents / guardians of told the students that they are proud of them. Majority of the parents encouraged students to ask questions about different careers.Unique contribution to theory, practice and policy: The study recommends that parent child relationship should be embraced as it is of paramount importance in reinforcing positive affirmations on the students that help them excel in life. Parent child relationships influences students attitude positively and gives them confidence in their career choice. (shrink)

This book offers inspiration and support to female faculty members in higher education who are at various stages of their professional development. Twenty-four educators share both their intuitive voices and practical knowledge on the topics of career development, balancing personal and professional life, cultural and individual identity, and spirituality.

Women play a key role in economic growth and development, yet they are still discriminated against in economic life. Eritrea has extreme poverty and more than 66 percent of people live below poverty line. Eventually, the number of poor households in the country is high. Many are women-headed households, whose husbands died during the conflicts or who are now serving in the National Service. Women-headed households are particularly vulnerable. The Savings and Micro Credit Program (SMCP) provides major microfinance to (...) women entrepreneurs. A small group of women and men were interviewed to ascertain their successes and problems with micro credit and enterprise development. This paper delves how the women benefited from the microfinance program and got rid of their poverty. An attempt is made to explore and analyse various other institutions that provide microfinance to the women and other beneficiaries. The paper concludes that the women entrepreneurs are considerably supported and benefited by the microfinance program. (shrink)

Communicative Understandings of Women's Leadership Development: From Ceilings of Glass to Labyrinth Paths, edited by Elesha L. Ruminski and Annette M. Holba, weaves the disciplines of communication studies, leadership studies, and women's studies to offer theoretical and practical reflection about women's leadership development in academic, organizational, and political contexts. This work claims a space for women's leadership studies and acknowledges the paradigmatic shift from discussing women's leadership using the glass ceiling to what Eagly and Carli identify as the (...) labyrinth of leadership. (shrink)

Research on gender inequalities in well-being, attribute lower levels of wellness in women to the burden of multiple role demands, particularly during midlife. Using mostly quantitative measures of subjective well-being (SWB), such studies tend to narrow the concept of well-being and overlook the value of in-depth, context-specific inquiry. Work-life balance is also a consistent causative narrative in studies on women's well-being. Yet, such a narrative frequently emphasizes individual agency in a seemingly unattainable quest, implying an anomaly on how women then (...) actually manage to sustain their well-being. The present study therefore explored the work-life experiences of women in their midlife. The aim was to reach a deeper understanding of the psycho-social dynamics at play in sustaining a psychologically-well self. Meta-theoretically the study built on non-traditional and gendered career models that augment female employees' unique career needs. From a socioanalytic stance, this study investigated secondary data gathered from focus groups, which were based on the socioanalytic method of social dream drawing. The data originated from four sessions of social dream drawings, in which the researcher as participant-observer, investigated work-life experiences of seven women. The gathered information was managed through Atlas.ti and processed through phenomenological hermeneutic analysis. The findings contribute to the discourse on women and well-being and give insight into the application of a unique socioanalytic methodology to research in this field from a gendered perspective. Results were analyzed by developing metaphors from the data. These metaphors reflect women's well-being as they present three unique career needs, namely challenge, balance, and authenticity, during their midlife career stage. Findings show how women's projective identification with outdated gender role norms may perpetuate a gendered notion of work-life balance, which consistently challenges their well-being. Projective identifications are evident in introjected feelings of self-doubt, self-stereotyping, and in the tension between female employees' personal and social identities. The study ultimately points to well-being as a dynamic phenomenon, which women sustain by engaging both positive and negative experiences and through identity tasks such as self-awareness, self-authorisation, self-regard, and authentic self-expression. These findings highlight the importance of creating self-reflective space in organizations to facilitate women's psychological well-being. (shrink)

This article discusses women's positions in higher education in Europe and compares these with a case study analysis of senior women at one `new' UK university. The study comprises interview data from 22 senior women in both academic schools and departments and in functional departments. The main findings include substantial differences between younger and older women in their career progression. While for both groups having children was a major in uence, the older women, especially the academics, had to weave (...) their career developments around those of their husbands and caring for their children. Nevertheless, they displayed strong entrepreneurial tendencies, becoming highly skilled at spotting and seizing opportunities. The younger women were more selfconfident in a `postfeminist' period where young women often assume equality has been achieved and material support systems such as childcare is well established. In contrast with the older women, they fitted their family lives around their careers. Balancing their gender had become central to both their private and their work lives. The older women were sensitive to the subtle homosocial culture, attitudes and norms in the university, while the younger women relied more on a meritocratic approach to their careers, and were seemingly less aware of the institutional gendered power relations. Neither group showed signs of collective working or networking in the interests of themselves or women generally in the university. These characteristics imply that while the proportion of senior women may continue to increase, the strongly gendered culture is less likely to be challenged. (shrink)

Communicative Understandings of Women's Leadership Development: From Ceilings of Glass to Labyrinth Paths, edited by Elesha L. Ruminski and Annette M. Holba, weaves the disciplines of communication studies, leadership studies, and women's studies to offer theoretical and practical reflection about women's leadership development in academic, organizational, and political contexts. This work claims a space for women's leadership studies and acknowledges the paradigmatic shift from discussing women's leadership using the glass ceiling to what Eagly and Carli identify as the (...) labyrinth of leadership. (shrink)

In this paper, we develop a theoretical framework for understanding women leaders in working life. Our starting point is in statistics and earlier women-in-management literature, which show that women leaders represent a minority of the managerial population. We assume such underlying mechanisms causing discriminatory practices towards women leaders to exist which have become naturalized and invisible. Our concern is that everyone irrespective of gender should have a fair chance in career progression. This is both a moral and also an (...) economic challenge. The framework we develop in this paper is an alternative approach to studying women leaders compared to traditional women-in-management literature. It aims at revealing the "natural and taken-for-granted" cultural mechanisms behind discriminatory practices. Our framework is based on a critical discursive approach, which draws on ideas of how women''s leadership becomes symbolically represented and constructed in discursive practices. These symbolic constructions, which are mediated through language, often have an ideological loading which positions women leaders and builds their identities in ways that can help to legitimize unequal relations between the genders. However, our framework emphasizes the possibility of multiple discourses and a dynamic view of culture. The cultural constructions of women leaders are, thus, open to change. (shrink)

Qualitative inquiry into eating disorders is burgeoning, offering valuable and innovative insights into various aspects of the condition. This study used life‐history interviews with 20 women who had recovered from anorexia nervosa, bulimia nervosa or both and who had remained healthy. The interviews focused on the women's narratives and experience rather than a diagnostic therapeutic model. Three themes of control, connectedness and conflict emerged as significant in the development, experience of, and recovery from an eating disorder. The development (...) of the condition was attributed to a lack of control, a sense of non‐connectedness to family and peers and extreme conflict with significant others. Recovery occurred when the women re‐engaged with life, developed skills necessary for conflict resolution and rediscovered their sense of self. Rather than viewing the development of, and recovery from an eating disorder as separate and discrete events, the data from the life‐history interviews suggest they are better viewed as one entity — that is, the journey of an individual attempting to discover and develop their sense of self. This perspective challenges some current constructs of eating disorders; it is not a condition in and of itself but a symptom of deeper issues that if addressed, when the individual is ‘ready’ to make that choice, will lead to recovery. (shrink)

This outstanding book contains inspiring stories of late 20th century women who broke new ground in psychological knowledge and its applications. The lives and careers of 53 women are examined within social and historical contexts using three levels of analysis--the individual, the group, and the universal. The thoughtful autobiographies and the perceptive, integrative analyses increase understanding of the personal and professional development of these women, provide insights into their patterns of achievement, and illuminate new ways of thinking about and (...) perceiving women. This extraordinary book is a valuable resource for libraries and researchers, provides knowledge and inspiration for a wide range of readers, and is an excellent supplementary text for courses in the psychology of women, history of psychology, lifespan development, career development, and women's studies. (shrink)

The motivation of the study is to gauge the effects of access to finance, technical know-how, and financial literacy on women’s empowerment through establishing women’s entrepreneurial development. A sample of 950 women-owned SMEs was considered, and structured questionnaires were sent from getting target responses. After careful assessment through the data cleansing procedure, it was found that only 795 responses are suitable for further investigation, implying the sample response rate for the study is 74.71%. The study implemented structural (...) equation modeling and multivariate regression analysis for gauging the causal association that is direct and indirect effects of target variables. According to findings, a positive statistically significant linkage was revealed with women’s entrepreneurship sustainability and women empowerment. Furthermore, the mediating effects were also established for women’s empowerment. According to the study findings, it is suggested that for women entrepreneurship sustainability, effective policies surrounding financing accessibility, technical knowledge expansion, and financial understating have to be promulgated in the economy, which allows bringing women empowerment at large. (shrink)

Substantial gender disparities in career advancement are still apparent, for instance in the gender pay gap, the overrepresentation of women in parttime work, and the underrepresentation of women in managerial positions. Regarding the developmental origins of these gender disparities, the current study examined whether children’s views about future career and family involvement were associated with children’s own gender schemas and parents’ career- and family-related gender roles. Participants were 142 Dutch families with a child between the ages of (...) 6 and 12 years old. The families had different compositions. Children completed a computer task assessing gender stereotypes about toys and questionnaires on gender identity and their views about future career and family involvement. Parents reported their occupation, work hours, and task division in the home, which were combined in a composite variable reflecting gender-typicality of career and family involvement. Generalized estimation equations were used to take into account dependency between family members. Results revealed that parents’, and especially mothers’, gender-typical career and family involvement was associated with children’s gender-typical views about future career and family involvement. In addition, children’s felt similarity to the same gender was associated with children’s gender-typical expectations about career and family involvement. These findings suggest that parents’ career, work hours, and task division in the home, together play an important role in how their children envision their future work and family roles. Children themselves also play an active role in developing this vision for the future by their own gender identity, specifically by how similar they feel to individuals of the same gender. To reduce gender disparities in the occupational and domestic domain, programs need to be designed that focus on parental role modeling in the family as well as children’s gender identity development. (shrink)

The article discusses this intricate issue of women’s anti-Fascist/communist activism during World War II in Romania. I am particularly interested in the relationship that developed between the Romanian Communist Party and the women who joined the movement in the complicated context of World War II. The article is attempting to assess whether women’s increased involvement in the communist organization was due to the previous and continuous politics of the RCP, or it was a mere consequence of unprecedented circumstances. (...) The article also addresses issues related to the legacy of the anti-Fascist/communist women’s struggle during World War II, in their attempt to establish postwar public careers, but also the manner in which their efforts and activisms were recognized and/or recompensed after the war. (shrink)

Lack of gender balance within STEM fields is caused by many complex factors, some of which are related to the fact that women do not perceive certain occupations as congruent with their career and personal goals. Although there is a large body of research regarding women in STEM, there is a gap concerning perception of occupations within different STEM industries. IT is a domain where skilled employees are constantly in demand. Even though the overall female representation in STEM fields (...) is rising and that the IT industry is undertaking numerous interventions to attract women to careers in IT, the representation of women in this domain is still disappointingly low. Therefore, the goal of our study was to examine the possible differences among male and female IT and non-IT students and employees in terms of their perception of IT and other key factors influencing the feeling of aptness of IT as a potential sector one's career: goal congruence, sense of belonging and self-efficacy. In this paper we present the results of a study conducted in Poland among working IT professionals and IT students that we compare with individuals from non-IT sectors. Our results showed significant gender differences between IT students and IT professionals. We found that communal goals are more important for IT employees than for IT students and that a sense of social belonging is stronger among female IT employees than among male IT employees and IT students. Women employed in IT also had the same level of sense of social belonging as women in non-IT group. These findings suggest that after entering IT positions, women's perception of the domain might become potentially more favorable and attuned with their needs. We also found that female IT students value agentic goals more than communal goals which was not the case for female IT employees. The results highlight the importance of investigating women's perception of the IT sector at different levels of career in terms of their goals and other work-related variables. Such lines of research will help develop more effective interventions in attracting women to enter the IT field. (shrink)

This study focused on the role of program curriculum in building social skills and sports coaching in academic and career development in terms of sports humanities and sociology. Social skills coaching and sports coaching for the students are two significant factors that need to be considered by the universities around the globe to improve the organizational climate, which ultimately lead to better student’s career and academic development. This study utilized data from 308 members of the sports (...) federation enrolled in different programs in the universities in China through a questionnaire for investigating such influencing factors. The data were analyzed using the structural equation modeling technique using SmartPLS. This study found a substantial relationship of social skills with academic development and organizational climate. The relationship of sports coaching with organizational climate and career development is also discussed in this study. Furthermore, the organizational climate acts as a partial mediator between sports coaching and career development. However, this study revealed that organizational climate had an insignificant relationship with academic growth and organizational climate did not mediate between social skills coaching and educational development among students. While hiring the sports personnel, universities must consider the coach’s competency using effective methods such as physical tests, preassessments, and psychological tests. Second, the universities in China have to develop a culture of social skills and sports to improve academic and career development. (shrink)

The purpose of this article is to present a new distributed interactive career decision-making framework in which person and context together determine the development of a sustainable career. We build upon recent theories from two disciplines: decision theory and career theory. Our new conceptual framework incorporates distributed stakeholders into the career decision-making process and suggests that individuals make decisions through a system of distributed agency, in which they interact with their context to make each (...) class='Hi'>career decision, at varying levels of participation, from proactive to reactive. We focus on two key career decision-making drivers originating from the person, and two key drivers from the career context. This manuscript challenges the individual-driven approach to career development, and instead proposes that a process of distributed career decision-making takes place between each person and the various stakeholders, both individual and institutional, that also drive their career. Career seekers and counselors can use this framework to supplement an individual-focused approach and incorporate the role of distributed decision-makers in sustaining an individual’s career. Empirical research is needed to explore and test the applicability of the framework to career decisions in practice. (shrink)

In a developing profession, emphasis is placed on two key ingredients for a successful climb to the executive suite — namely, interpersonal skills and an appropriate personality structure than can cope with forms of stress and uncertainty. The data presented in this study were collected from one of the major accounting firms and offers insights into men and women on the upward climb within the accounting profession. Analysis of this data shows that although appropriate personality characteristics are predicated on a (...) male managerial model, women and men perceive themselves similarly with respect to these characteristics. However, others' perceptions of women, male accountants as well as clients, seemed more skeptical of women's ability to succeed. Furthermore, there are indications that women and men have different job assignments along their career paths. Our data collected in the latter half of the seventies tend to corroborate many of the findings in the first half — in general women are not perceived as ready for the managerial climb. (shrink)

Persuaded by the observed positive link between the flow of appropriately skilled and trained female talent and female presence at the upper echelons of management, this study has examined current trends on women’s uptake of graduate and executive education programs in the world’s top 100 business schools and explored the extent to which these business schools promote female studentship and career advancement. It contributes by providing pioneering research insight, albeit at an exploratory level, into the emerging best practice (...) on this important aspect of business school behavior, an area which is bound to become increasingly appreciated as more global economic actors wise up to the significant diseconomies inherent in the under-utilization of female talent, particularly in the developing world. Among the study’s main findings are that female graduate students averaged 30% in the sample business schools, a figure not achieved by a majority of the elite schools, including some of the highest ranked. Only 10% of these business schools have a specialist center for developing women business leaders, and only a third offered women-focused programs or executive education courses, including flextime options. A higher, and increasing, percentage of business schools, however, reported offering fellowships, scholarships or bursaries to prospective female students, and having affiliations with pro-women external organizations and networks that typically facilitate career-promoting on-campus events and activities. The implications of the foregoing are discussed, replete with a call on key stakeholder groups to more actively embrace the challenge of improving the supply of appropriately trained female talent, or top management prospects. Future research ideas are also suggested. (shrink)

The purpose of this paper is to discuss how women managers themselves interpret the factors that constrain and those that facilitate management careers for women. We will do this by first reviewing some of the interpretations that have been put forward in the academic literature to explain the relatively small number of women managers and particularly the small number of very senior women managers. In the light of these interpretations, we will examine the opinions of a sample of intermediate and (...) senior women managers in the public and private sectors in Ontario and Québec. More specifically we will look at their answers to questions about what blocks and what facilitates management careers for women generally and what obstacles they themselves have met. We will then compare their interpretations of their own career development with the interpretations that exist in the literature. (shrink)

Persuaded by the observed positive link between the flow of appropriately skilled and trained female talent and female presence at the upper echelons of management, this study has examined current trends on women's uptake of graduate and executive education programs in the world's top 100 business schools and explored the extent to which these business schools promote female studentship and career advancement. It contributes by providing pioneering research insight, albeit at an exploratory level, into the emerging best practice on (...) this important aspect of business school behavior, an area which is bound to become increasingly appreciated as more global economic actors wise up to the significant diseconomies inherent in the under-utilization of female talent, particularly in the developing world. Among the study's main findings are that female graduate students averaged 30% in the sample business schools, a figure not achieved by a majority of the elite schools, including some of the highest ranked. Only 10% of these business schools have a specialist center for developing women business leaders, and only a third offered women-focused programs or executive education courses, including flextime options. A higher, and increasing, percentage of business schools, however, reported offering fellowships, scholarships or bursaries to prospective female students, and having affiliations with pro-women external organizations and networks that typically facilitate career-promoting on-campus events and activities. The implications of the foregoing are discussed, replete with a call on key stakeholder groups to more actively embrace the challenge of improving the supply of appropriately trained female talent, or top management prospects. Future research ideas are also suggested. (shrink)

The origin and the development of scientific disciplines has been a topic of reflection for several decades. The few extensive case studies support the thesis that scientific disciplines are not monolithic structures but can be characterized by distinct social, organizational and scientific–technical practices. Nonetheless, most disciplinary histories of genetics confine themselves largely to an uncontested account of the content of the discipline or occasionally institutional factors. Little attention is paid to the large number of researchers who, by their joint (...) efforts, ultimately shaped the discipline. We contribute to this aspect of disciplinary historiography by discussing the role of women researchers at the Institute for Heredity Research, founded in 1914 in Berlin under the directorship of Erwin Baur, and the sister of the John Innes Institute at Cambridge. This paper investigates how and why Baur built a highly successful research programme that relied on the efforts of his female staff, whose careers, notably Elisabeth Schiemann's, are also assessedin toto. These women undertook the necessary ‘technoscience’ and in some cases innovative work and helped increase the prestige of the institute and its director. Together they played a pivotal role in the establishment of genetics in Germany. Without them the discipline would have developed much more slowly and along a divergent path. (shrink)

In the mid 1970s labor-saving technology was introduced into a Maya subsistence agricultural community that markedly increased the efficiency with which maize could be ground and water collected. This increased efficiency introduces a possible savings in the time that women allocate to work, which can be reapportioned to child care, food production, domestic work, or leisure. An earlier study suggested that this labor-saving technology had a positive effect in decreasing the age at which these Maya women begin their reproductive careers. (...) Although there is a statistical association between the age at which women bear their first child and the introduction of modern technology, this association does not demonstrate that the decline in age at first birth is causally related to the presence of technology. This paper pursues two objectives to evaluate this potential causal relationship in greater detail. First, a theory relating technological change to the initiation of a reproductive career is briefly developed in order to make qualitative predictions about behavioral changes as a response to changing technology. Second, these predictions are then tested against time allocation data recently collected in this same Maya community.We suggest that both of the conditions necessary to initiate reproduction—fecundity and access to mates—fundamentally depend on the amount of help that a girl provides to her family. Further, the help that a girl provides can be affected by technological changes. Analyses show that when modern technology is available, unmarried young women do not change the time allocated to domestic tasks and child care, and allocate more time to low-energy leisure activities. This lack of perceived benefit to working more and a potential concomitant shift towards a positive energy balance may in part explain why Maya women leave home and initiate reproduction at a younger age after labor-saving technology is introduced. (shrink)

Drawing upon career construction theory, we examined the mediating effect of deliberate practice on career adaptability and the effects of learning goal orientation and supervisor incompetence accusations as well as career development training on DP. Using data collected from 204 Chinese PhD students in three waves over a period of 2 months, we found that individuals who were inclined to learn new skills and obtain new knowledge were more likely to deliberately practice professional activities in their (...) fields. When a PhD student’s professional competence was questioned by his or her supervisor, the student was more prone to negative emotions and would reduce his or her effort in the development of expertise. CDT – contrary to expectations – negatively predicted DP of professional activities. One possible reason is that the participants in this study have strong autonomy so that those who really struggling are participating in training and seeking help and those who with strong professional abilities are not accessing training programs. Moreover, results showed that DP of professional activities significantly promoted PhD students to adapt to their academic circumstances. Implications for career-related practice within the academic domain are provided. (shrink)

Delving deeper into LEGO's products and marketing provides an important perspective on the development of the Research Institute set and LEGO's attempt to engage women in science. LEGO's own research shows that boys tend to build in a more linear fashion by replicating what is inside the box whereas girls prefer a more personal approach, to create their own story and to imagine themselves living inside the things they build. Sociologists have looked at every stage of children's development, (...) and found that parents treat babies differently as soon as the sex of the child is known. Language‐focused skills such as reading and writing are gendered feminine and thought of as girls' subjects, whereas science and physical education are considered masculine and treated as boys' subjects. Encouraging women to take up science and science‐related careers might not just be morally good, or good for women, but also important for the progress of science itself. (shrink)

Women are underrepresented in managerial positions and company international assignments, in part due to gender discrimination. There is a lack of fair and just treatment of women in selection, assignment and promotion processes, as well as a lack of virtue shown by business leaders in not upholding the principle of assigning comparable women and men equally to positions in management and postings abroad. Female professionals, however, initiate their own expatriation more often than they are assigned abroad by their company, and (...) usually as often as men self-expatriate. What causes women to self-initiate expatriation? Women’s proactivity, in part an attempt to redress the disadvantage they face in managerial career advancement, appears influential, as are career and family motivations. Indeed, during expatriation, women fare well in their career and they repatriate only at the same rate as men. Compared with men, however, women repatriate less often for career than for family reasons. On their return, despite their international experience, women do not gain as much of a financial return on their investment in self-expatriation as do men, suggesting that women may suffer unfair, non-meritorious treatment at home. Overall, self-initiated expatriation provides a new, gendered, social context for researching women’s career advancement. The ethical issues associated with women’s self-expatriation – a lack of fairness and justice in selection, assignment and promotion decisions, and a lack of virtue shown by business leaders in upholding fair and just human resource decisions by gender – suggest practical avenues to resolve these issues. (shrink)

The article discusses the problems of development of women’s political rights in Lithuania in the legal historical aspect starting from the 16th century, when some property and individual rights were enshrined in the first codifications of the laws of the Great Duchy of Lithuania. The aim of the article is to show that women’s struggle for political equality and suffrage at the end of the 19th and at the turn of the 20th century correlates with the movement (...) for re-establishment of the independent State of Lithuania. As a result in Lithuania equal suffrage and political rights were ensured from the very beginning of independence. In 1905 the Great Seimas of Vilnius recognized the principles of equality of women and men and declared the principles of equal general election to the Seimas (parliament); women’s suffrage, as one of the elements of legal equality, became constitutionally entrenched already in the first temporary Constitution of the State of Lithuania in 1918. At the end of the 20th century and the beginning of the 21st century women’s rights have been further developed, moreover, the first woman was elected as President of the Republic in the national elections in May 2009. (shrink)