Women In Nontraditional Occupations Research Articles

Assessing The Shift In Attitudes Vis-À-Vis Women In Non-Traditional Occupations: The Case Of Women In Police

Assessing The Shift In Attitudes Vis-À-Vis Women In Non-Traditional Occupations: The Case Of Women In Police

Assessing The Shift In Attitudes Vis-À-Vis Women In Non-Traditional Occupations: The Case Of Women In Police

Assessing The Shift In Attitudes Vis-À-Vis Women In Non-Traditional Occupations: The Case Of Women In Police

Assessing The Shift In Attitudes Vis-À-Vis Women In Non-Traditional Occupations: The Case Of Women In Police

Assessing The Shift In Attitudes Vis-À-Vis Women In Non-Traditional Occupations: The Case Of Women In Police

Diversity Intelligence as a Source of Strength in Human Resource Development: Increasing the Presence of Women Pilots

The Problem Although more women have been entering the workforce in the past few decades, this progress has not readily been seen in the field of aviation. Indeed, of all current U.S. corporate and commercial pilots, women only account for 6%. Through a diversity intelligence (DQ) perspective, the authors explore the experiences of women pilots to identify ways of increasing female representation in male-dominated fields in general and in aviation in particular. Via a phenomenological qualitative research approach, a total of 33 female pilots were surveyed and an additional 20 participated in a one-on-one interview. NVivo qualitative data analysis software was used, employing an inductive constant comparative method to develop categories. The Solution Results indicate that female pilots face significant gender-related roadblocks to their careers. Human Resource Development (HRD) practitioners can help organizations increase DQ to recruit and retain women in nontraditional occupations and industries. Increasing DQ would create a more welcoming environment for both women and minorities. It would also address cultural and organizational issues such as tacit and subtle discrimination, increase the presence of role models, provide support systems, and assist with cultural change to eliminate the good old boy mentality. The Stakeholders Industry leaders, women, and HRD professionals.

Understanding the Challenges of Women in Non-Traditional Occupations

This qualitative case study research was conducted to understand the perception of women in non-traditional occupations in Nepalese context. Seven participants from four nontraditional occupations, namely electrical, motorcycle mechanics (automobile), light vehicle driving and mechanical lathe operator were selected from Kathmandu valley. The data were collected using interview and focus group discussion.The findings revealed that involvement of Nepalese women in non-traditional occupations are very nominal. It is due to the conventional thinking towards women that they should do only the household chores. Non-traditional occupations for Nepalese women have not been women-friendly, however, they may if they do not feel inferior to male and avoid hesitation to work in these professions. The biggest challenge for women in these professions is the societal disbelief on the women’s work. They are behaved with suspicion by people and the society. Leg pulling and backbiting nature of people towards women in this profession are also the serious problems for them. Nevertheless, the female participants have got support from their family and organizations. Moreover, they have played significant roles from beginning to date to inspire them to continue their work.

The Future Of Nontraditional Occupations For Women: A Comprehensive Review Of The Literature And Implications For Workplace Learning And Performance

The United States entrance into World War II in 1941 has been credited with beginning a large movement of women into the workforce and the commencement of governmental support for women working in nontraditional occupations. However, the beginning of the support for women in the workforce can be traced back to the 1920 federal mandate to create the Women’s Bureau within the United States Department of Labor. The United States Department of Labor Women’s Bureau is the only federal agency mandated to represent the needs of wage-earning women in the public policy process. The workingwomen tradition has continued into modern day and the number of workingwomen continues to increase steadily, however, the number of women entering nontraditional occupations has declined to 4.9 percent from 7.1 percent in 1983. There has been an effort to increase the number of women in nontraditional occupations in order to increase high skill/high wage employment to provide women with the opportunity for selfsufficiency. Women predominately are employed as clerical workers, childcare providers, sales clerks, and in other low skill/low wage employment, which does not lead to self-sufficiency. Workingwomen largely remain in nonprofessional occupations (73%), where NTO gains have been minimal. This study provided the preliminary exploratory of the literature to establish best practice guidelines to encourage women to enter non-traditional occupations (NTO). The major factor identified from literature is career self-efficacy. Career self-efficacy can be increased through: performance accomplishments, vicarious learning, verbal persuasion, and emotional arousal. The results of this study reveal that women have perceived challenges to nontraditional occupations, which are rather easily overcome but have been a hindrance to their pursuing nontraditional employment. Challenges include sex-role socialization, discrimination and harassment, transportation and childcare issues, the nontraditional workplace may be hazardous which requires special equipment or gear, extreme weather conditions, and the potential job related injuries. This study has indicated and established a positive correlation for the use of best practice guidelines in career counseling and development in regard to career decision-making. Career development and career counseling for NTO’s requires a set of guidelines. The guidelines for NTO’s should include best practice within the industry or field. Best practice guidelines ensure a common, consistent approach to successfully achieve the highest and best possible outcome. Formal training and education for NTO’s have a prescribed set of best practice guidelines. The best practices guidelines for career counseling and career development programs for women

The Effectiveness of Engineering Workshops in Attracting Females into Engineering Fields: A Review of the Literature

All-girl engineering workshops are increasing in popularity as a means to attract females into the male-dominated field of engineering. However, the effectiveness of such workshops as a recruitment tool is unclear. This report summarizes several research studies on this topic with the intent of showing the effectiveness of such workshops and other novel methods of introducing and retaining females throughout the schooling years. The analyzed literature identifies the most effective means of encouraging females into the field of engineering as ones that incorporate the following factors: true knowledge of profession, building a network of support, and realizing relevance to personal goals. Suggestions for increasing participation of women in nontraditional occupations are provided.

Gender differences in work experiences and satisfactions of Norwegian oil rig workers

PurposeThe present study sets out to compare women (N=24) and men (N=613) working on Norwegian oil rigs in the North Sea on work experiences, work satisfaction, perception of safety attitudes and safety climate, and psychological health.Design/methodology/approachData were collected using questionnaires from 1,022 women and men, a 59 percent response rate. Only those respondents working in traditionally male‐dominated jobs were considered.FindingsFew differences were observed, suggesting that those women that continue in this occupation compare favorably with their male colleagues.Research limitations/implicationsThe findings should be considered tentative, given the small number of women taking part in the study.Practical implicationsFor the past three decades, women were encouraged and supported to enter non‐traditional occupations (NTOs). NTOs were occupations that have traditionally been male‐dominated. Only modest inroads have been made by females during this time. Women in NTOs typically report work experiences reflecting unique challenges, most resulting from the gender culture of their workplace and findings show that women that survive in these jobs report similar experiences to those of their male colleagues.Originality/valueThe paper adds to one's knowledge of women's experiences in non‐traditional jobs.

Women in Non‐Traditional Occupations. Challenging Men

Introduction An International Perspective on Women's and Men's Work: Gender Segregation of Labour Markets Explanations of Continuing Occupational Segregation and Identification of Potential Levers for Change Concepts and Themes around the Difference between Women's and Men's Work Four Non-traditional Occupations for Women No Change at Home? Structural Barriers Hostile Reactions: Male Culture Equal Opportunities Structures and Policies Men were there First - Becoming One of Them! Titles Don't Always Count Challenging Gender Boundaries: Common Themes and Issues for Women in Non-traditional Occupations

Women in Nontraditional Occupations: Information-Seeking During Organizational Entry

This study investigates female newcomers'experiences in nontraditional occu pations by examining the process by which they seek out information during organizational entry. Data analysis included a...

Sex Differences and Occupational Influences on Health Care Utilization Aboard U. S. Navy Ships

This study assessed health care requirements of men and women aboard U.S. Ngvy ships. It was hypothesized that shipboard women utilize more health care services than men and that these differences are greatest in occupational spe- cialties that traditionally have not been open to women. Data were collected periodically from 20 ships over the course of a year. Results indicated that the pattern of sex differences in health care utilization aboard Navy ships is similar to that of the nation as a whole. Shipboard women use health care resources at a significantly higher rate than men. The magnitude of the sex differences in shipboard health care use, however, appears to be less than that found in the civilian community. Results also demonstrated that women in nontraditional occupations visited sick call at a significantly higher rate than women in traditional occupations. Various theoretical implications are discussed.

Individual Differences in Sex Stereotyping of Occupations and Personality Traits

Student respondents in Studies 1 and 2, and nonstudent respondents in Study 3, estimated the percentage of females or males in 10 sex-stereotyped occupations. Mean estimates (social stereotypes) were highly stable over a four-week interval and were correlated highly with criterion percentages from the U.S. Census, but, contrary to the kernel of truth hypothesis, tended consistently to underestimate the objective differences between male and female representation in the stereotyped occupations. For each respondent, perceived sex differences were aggregated across the 10 occupations to form a composite scale of strength of sex-occupation stereotyping and perceived sex differences in personality were similarly aggregated to form a scale of strength of sex-personality stereotyping, both with satisfactory reliability. The correlation of these two scales shows that there is some generality in strength of occupational and personality-trait stereotyping as components of sex-stereotyping. Strength of sex-stereotyping of occupations was not related to attitude toward women in nontraditional occupations or to authoritarian attitude.

Sex-Role Orientation, Coping Strategies, and Self-Efficacy of Women in Traditional and Nontraditional Occupations

Examined women's sex-role orientation, coping strategies, self-efficacy, and stress in male- and female-dominated occupations. Results ( n = 281) revealed that high-masculine women (measured by the Bem Sex Role Inventory), compared with low-masculine women, reported significantly lower scores on measures of anxiety and strain, with the exception of interpersonal strain. High-masculine women, compared with low-masculine women, reported greater problem- relative to emotion-focused coping and higher self-efficacy. Low-feminine women in nontraditional occupations reported higher self-efficacy and greater problem-focused coping compared with low-feminine women in traditional occupations. The relation between masculinity and strain was nonsignificant when the variance due to self-efficacy was partialed out, suggesting that the relationship between sex role and strain may be mediated by personal efficacy.

Job Satisfaction of Women in Nontraditional Occupations

The author investigates factors that influence job satisfaction among Delaware women working in nontraditional occupations. Earnings, household responsibilities, and ability to cope with family and work also were studied.

Community‐based training for reentry women in nontraditional occupations

AbstractCommunity‐based organizations are in a unique position to offer client‐focused basic education and training to returning women.

Equal Talents—Unequal Measures: skilled women workers in Austria's metal industry

SUMMARY In the context of an action-research project on young women in non-traditional occupations, a variety of barriers as well as chances to build up a career as skilled workers have been identified. Although the women are motivated and competent craft workers, their abilities and aptitudes are measured against what women in industry ‘normally’ do. As a consequence, they find themselves in an unstable in-between position between unskilled women workers and their skilled male colleagues. This unequal situation (which becomes visible in specific work assignments and on the pay slip) restricts opportunity for promotion and makes many women behave as if they were locked in low income, dead-end positions. Still, the women have developed pride in their skills. They identify strongly with craft work and use their technical competence successfully in their private struggle for recognition and independence.

Meeting the Needs of The New Pioneers: Women in Nontraditional Occupations

Meeting the Needs of The New Pioneers: Women in Nontraditional Occupations

Characteristics and Predictive Dimensions of Women Who Make Nontraditional Vocational Choices

Women in nontraditional occupations possess commonly described “masculine” traits, and profeminist attitudes. They likely prefer male company and eagerly maintain their feminine identity.

Work Satisfaction among Women in Nontraditional Occupations

This article describes sources of work satisfaction and dissatisfaction among a sample of 86 California women entering “nontraditional” (i.e., male-dominated) skilled and semiskilled occupations in 1975. Respondents were interviewed at that time, and again in 1976-1977. The data indicate that the challenge of surviving and succeeding in a nontraditional job—mastering skills, increasing self-confidence, and getting along with (often troublesome) male coworkers and supervisors—was the predominant concern of the respondents in the first year, and was their primary source of both satisfaction and dissatisfaction in their work. In contrast, those women who remained in a nontraditional job one year later had become less concerned with these aspects of the job, and more concerned with the traditional sources of satisfaction and dissatisfaction common to blue-collar workers, e.g., the nature of the work itself, working conditions, and relations with management. The findings also suggest that by the second year the perceived advantages of nontraditional work had been counteracted to some extent by the dissatisfactions inherent in those jobs—dissatisfactions that the respondents became more aware of as their nontraditional status in the workplace diminished.