Career anchors and organizational culture

Abstract

Despite the shortage of information technology (IT) professionals and the benefits of human diversity in the global economy women are largely under represented in the IT workforce. Prior employment research on gender stratification demonstrates that this under representation is a reflection of organizational and social structures, rather than essentialist generalizations about gender group characteristics. As a result, it is necessary to understand the characteristics of the IT workforce, and in particular, the opportunities and constraints that influence career choice and retention in the profession. Therefore, this study aims to empirically investigate how career satisfaction and turnover intention of females in the U.S. IT workforce are a function of individual career anchors (or self-perceived values and career motives) and organizational culture. In doing so, this study employs a qualitative methodological approach comprised of three phases. The primary objective of this study is to inform research and practice through the articulation of the ways in which career anchors and organizational culture shape American women's perception of and retention in IT careers.Jeria Quesenberry is a fourth year doctoral candidate in the College of Information Sciences and Technology at the Pennsylvania State University. Her adviser is Dr. Eileen M. Trauth. She expects to graduate in spring 2007.