Career Success Of Women Research Articles

Deviation from the ideal worker norm and lower career success expectations: A “men's issue” too?

Career expectations of women and men have been documented extensively in both the career and the work-family literature, albeit very often focusing on women. This paper proposes to complement the existing work by shifting attention to men. Based on a French national survey and using multiple linear regression models with moderations, we examine the differential of career success expectations (CSE) — as measured by the perceived chances of promotion or wage increase — between men and women who face work-family conflict and use flexible work arrangements (teleworking and part-time work). We show that work-family conflict has a stronger negative influence on men's CSE than on women's, teleworking has a stronger positive influence on women's CSE than on men's, and part-time work has the same negative influence on both men's and women's CSE. This allows us to discuss the impact of the ideal worker norm on career success expectations and to show that a deviation from this norm has different effects on men's and women's career success expectations.

Impact of Glass Ceiling Effect on Women Career Success with the Mediating Role of Work Family Conflict and Moderating Role of Perceived Organizational Support in Pakistan

Women make up half of the world's population, but they continue to face significant barriers to success including the glass ceiling. It refers to the invisible professional hurdles that women confront in the workplace. Women encounter challenges in practically every field of business today, including positive successes such as promotions and awards, which jeopardize their status and role in the workplace. Although the glass ceiling has piqued the interest of researchers, some authors have noted that theoretical models have made little effort to develop an understanding of the phenomenon and its implications. The main objective of the research was to find out the impact of glass barriers on women's career advancement in academia, as well as to analyze the mediating role of work-family conflict the mediating linkage between the glass ceiling and women's career success and perceived organizational support as moderating to reduce the negativity between conflict and women careers. The data was gathered using an adopted questionnaire with a sample size of 325. The included hypothesis under this research is being tested using sampling criteria. According to the results of the study, all hypotheses were accepted. Theoretical and managerial implications were also discussed along with future recommendations and limitations.

Educational and Professional Trajectories of Women Leaders

The article analyzes the educational and professional trajectories of women leaders. The study is based on an approach to the educational and professional trajectory as part of the life path. The empirical basis of the study was 20 video interviews published on the website of the news aggregator MediaMetrics, which were conducted as part of programs about women's career success. The intentional characteristics of female successful trajectories are empirically investigated on the basis of narratives. The author uses intent analysis to show how women leaders explain their career paths. As a result of the research, educational and professional scenarios realized by women are formulated, as well as their discursive justifications. Women become leaders due to the implementation of the diachronic educational and qualification scenario of a business idea.

Association between Age Group and Perception towards ‘Women's Career Success and Barriers’

The age factor plays a vital role in the perception of human beings on different issues. Regarding this, the main objective of this study is to examine the association between age group and perception of Nepali universities female teachers in the issues of women's career success and barriers such as individual factor, family factor, organizational factor, and socio-cultural factor. With judgmental sampling technique, only 202 responses were selected and usable out of 275 questionnaires distributed to female University teachers. This study has tested the reliability by using Cronbach alpha. Using likelihood ratio, it was found that there is only a significant association of agegroup and perception of female teachers in the issue of women’s career success but there is no significant association in the issues of individual factor, family factor, organizational factor, and socio-cultural factor. From this output, it concluded that perceptions of women university teachers are different with different age-group in the issue of women’s career success. This study could be useful for University/college management, trainers, and human resource developers to assist the career success of female university teachers.

O44 Gender bias and sexual discrimination in orthopaedics: time for change

Abstract Introduction Gender bias and sexual discrimination (GBSD) have been widely recognized across a range of fields and are now part of the wider social consciousness. Such conduct can occur in the medical workplace, with detrimental effects on recipients. The aim of this review was to identify the prevalence and impact of GBSD in orthopaedic surgery, as well as mitigating strategies. Method A systematic review was conducted by searching Medline, EMCARE, CINAHL, PsycINFO, and the Cochrane Library Database. Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines were followed. Original research papers pertaining to the prevalence and impact of GBSD, or mitigating strategies, within orthopaedics were reviewed. Result Of 570 papers, 27 were eligible for inclusion. These were published between 1998 and 2020. 13 papers discussed the prevalence of GBSD, 13 related to the impact of these behaviours, and six discussed mitigating strategies. GBSD was found to be common in the orthopaedic workplace, with all sources showing women to be the subjects. Effects include poor workforce representation, lower salaries, and less career success for women in orthopaedics. Mitigating strategies in the literature are focused on providing female role models, mentors, and educational interventions. Conclusion GBSD is common in orthopaedic surgery, with a substantial impact on sufferers. A small number of mitigating strategies have been tested but these are limited in their scope. As such, the orthopaedic community is obliged to participate in more thoughtful and proactive strategies that mitigate against GBSD, by improving female recruitment and retention within the specialty. Take-home Message Gender bias and sexual discrimination remain common within orthopaedics. The international orthopaedic community is obliged to do more to tackle this problem.

Career Success of Women: Role of Family Responsibilities, Mentoring, and Perceived Organizational Support

Women are under-represented at top-level positions despite increasing women empowerment and participation, and decelerating gender discrimination in India. Women must go through various obstacles in order to reach to senior- or top-level positions in their professional life. Since there are many impediments that a woman must overcome to get career success, however, this study focuses on the impediments that women face due to organizational and family impediment. The current research article aims to evaluate whether lack of mentoring, perceived organizational support (POS), and family responsibilities impact the perceived career success (PCS) of women in the Indian Information Technology (IT) sector. Data in this regard have been collected using a structured questionnaire and a total of 292 respondents have been analysed. In order to examine the impact of these impediments on the perceived career success of women, the method of structural equation modelling (SEM), has been used. Findings of the study reveal that each of the independent variables significantly impacts the perceived career success of women which works as a wake-up call for women executives that they must overcome these impediments to advance their career smoothly.

PERILAKU ORIENTASI KESUKSESAN KARIER BERDASARKAN WOMEN’S CAREER DEVELOPMENT MODELS (Studi Pada Wanita Karier Kota Denpasar Bali)

The purpose of this study was to find out the behavior of women's career success orientation, based on Women's Career Development Models. Various organizations have recognized the ability to carry out their duties and responsibilities, so this support makes them able to decide on carreer success orientation (career goals). The research method is a qualitative method with an interpretative phenomenology approach. Data extraction techniques use in-depth interviews on 6 career women informants in Denpasar City. The conclusion; 1) idealistic achievement model who is willing to achieve by getting challenging that increase their career, 2) pragmatic endurance models are mid-career women who are at the point of choosing family or professional responsibilities, so that they are more careful and stay away from achievement but still work well. and 3) re-inventive contribution models for women in their final careers, they don't think about achievement anymore, but see their careers as opportunities to share and be useful to others. Therefore, it is recommended in determining to choose a career path, it should consider to career success orientation according to the different phases of career women life cycle.

The effects of leadership development on women's career success

This study extends our knowledge of leadership development, specifically Master's in Business Administration (MBA) programs, from a gender perspective. It presents a comprehensive case, women-only development program and conducts an empirical, longitudinal, qualitative study of the effect of one of the program modules, namely, the women-only MBA, on the women's career success. The empirical study focused on self-efficacy mechanisms for explaining the women's appraisals of their changes in abilities affecting their career success during the MBA program. The participants were interviewed twice: once at the beginning of the MBA and then after completing it. A trusting atmosphere, social support, new business competencies, and the participants' ability to re-frame their mindsets concerning women's career potential were detected as significant sources of self-efficacy gained from the MBA. Encouragement from significant others, typically respected males, was also found to be a promoting factor.

The effects of leadership development on women's career success

The effects of leadership development on women's career success

Challenging the gendered rhetoric of success? The limitations of women‐only mentoring for tackling gender inequality in the workplace

Mentoring is widely acknowledged to be an important contributor to women's career success and progression, but women often struggle to access mentoring networks that can help sponsor and develop their careers. Formal mentoring programmes designed specifically for women help overcome this challenge, but such schemes may at the same time reinforce masculine discourses which position women as deficient in relation to the invisibly male norm that is implicit within contemporary working practices. Drawing on a formal women‐only mentoring programme built on gender‐positive goals to empower women to ‘be the best they can be’ within the events industry, this article considers the extent to which such programmes can both challenge and reproduce gendered discourses of business and success. Interviews with mentors and mentees illustrate how such programmes make gender visible within business and individual careers, but masculinist underpinnings of organizational discourses remain invisible, unacknowledged and thus largely unchallenged.

The Mediation Effect of Ego-Resiliency on the Relationship between Work-Life Balance and Subjective Career Success of Women

The Mediation Effect of Ego-Resiliency on the Relationship between Work-Life Balance and Subjective Career Success of Women

Leadership Style and Career Success of Women Leaders in Nonprofit Organizations

The purpose of this study was to examine the correlation between the leadership styles and the career success of women in nonprofit organizations. The Multifactor Leadership Questionnaire served as the instrument to identify transformation, transactional, and passive leadership styles. The development of a career success index through summing the coded values of data regarding job satisfaction, work-life balance, tenure in the nonprofit industry, tenure in current position, and compensation level facilitated correlational analysis with leadership style. The Gulf Coast region of the United States was the geographic region for the study. The results indicated a significant and positive correlation between the transformational and transactional leadership styles and the career success index, p = 0.024 for Pearson's Product Moment; p = 0.038 for Spearman's rho, and p = 0.012 for Pearson's Product Moment; p = 0.022 for Spearman's rho, respectively. No significant relationship existed between passive leadership style and the career success index, with p = 0.81 for Pearson's Product Moment and p = 0.983 for Spearman's rho. Keywords: Women in leadership, leadership style, career success of women, nonprofit leadership

A Cycle or a Ceiling? The Cumulative Effects of Subtle Discrimination Through the Lens of Performance Management

We agree that the impact of subtle discrimination spawns from a dynamic process containing inherent cyclical elements, and we applaud the focal article's effort to provide clarity to a murky arena. More nefarious than the cycle, however, is the continued and typically unchecked presence of subtle discrimination in the workplace, which affords a clear path for prolonged and compounding negative effects. Although Jones, Arena, Nittrouer, Alonso, and Lindsey (2017) touch on the potential for cumulative effects of subtle discrimination, we believe they missed an opportunity. The potential for cumulative effects of subtle discrimination to severely limit the career success of women and minorities is substantial and not well diagnosed (Agars, 2004). Building on their point, we wish to draw greater attention to this concern and articulate how the cumulative effects of subtle discrimination undermine the impact of performance management and limit the development and advancement of individuals from stigmatized groups.

Career Success of Women in Academic Psychiatry: Their Journey and Advice

Career Success of Women in Academic Psychiatry: Their Journey and Advice

Occupational Career Attainment of Single Women During Modernization: The logic of industrialism thesis revisited

ABSTRACTModernization processes are said to have caused major changes in individual social mobility outcomes. Whether the predictions of the logic of industrialism thesis hold for the careers of women is unclear however. This study provides the first systematic account of how regional modernization processes during the nineteenth and twentieth centuries influenced the careers of the female working population. Unlike research focusing on specific occupational groups and localities, this study models and makes predictions relating to the careers of a random sample of the single female labour force nationwide. We use an excellent source for studying women's careers in different regions and over time. The Historical Sample of The Netherlands provides information about the occupational careers of 1148 single women active on the labour market between 1865 and 1928. To include regional modernization processes, we have collected a set of theoretical indicators, such as communication, transport, and social values, which are measured at the level of municipalities and which may vary yearly. Over historical time, as well as over the course of their careers, the status of women increased. Apart from the emergence of bureaucratic organizations and the expansion of the teaching sector, contextual modernization processes had hardly any influence on women's status. We conclude that the logic of industrialism thesis only partly captures the effect of societal changes on the career success of women. Further research might focus on the role of the emergence of bureaucratic organizations and restrictive practices for the career success of women during modernization.

Factors influencing the career success of professional and business women in South Africa

This article reports on an empirical study that investigated factors influencing women’s career success. Statistics relating to the field of women in management indicate that, worldwide, women are underrepresented in executive and decision-making positions. Women face unique challenges in their career pursuit that may prevent them from moving up to executive positions. A framework to investigate the factors influencing career success indicates that factors such as demographics, personality, culture, barriers, external and internal support impact on the career success of women. This study surveyed a sample of 301 professional and business women in South Africa. The results of the empirical survey showed that there are statistical significant relationships between groups of women based on their demographics and their perceptions of the factors that influence their career success.

The role of self‐perceived agency and job attainability in women's impressions of successful women in masculine occupations

AbstractPast research indicates that both men and women rate successful women in masculine occupations high in interpersonal hostility and low in likeability. Such unfavorable ratings may constitute impediments to women's career success. The present study investigates social comparison as a possible mechanism contributing to the negative impressions formed by women about successful women in masculine occupations. Students from a U.S. university (n = 236) read a job description, completed self‐perceived agency and job attainability measures, and rated a successful woman in the occupation. Results suggest that for women only, participants high in agency viewed masculine occupations as more attainable, and thus were apparently not motivated to disparage the successful woman in the masculine occupation to salvage their self‐views. The findings support the idea that different underlying mechanisms contribute to women's and men's devaluation of successful women.

A Culture Conducive to Women’s Academic Success

The work environment culture inhibits women's career success in academic medicine. The lack of clarity and consistency in the definition, measurement, and analysis of culture constrains current research on the topic. The authors addressed this gap by defining the construct of a culture conducive to women's academic success (CCWAS) and creating a measure (i.e., tool) to evaluate it. First, the authors conducted a review of published literature, held focus groups, and consulted with subject matter experts to develop a measure of academic workplace culture for women. Then they developed and pilot-tested the measure with a convenience sample of women assistant professors. After refining the measure, they administered it, along with additional scales for validation, to 133 women assistant professors at the University of Pennsylvania. Finally, they conducted statistical analyses to explore the measure's nature and validity. A CCWAS consists of four distinct, but related, dimensions: equal access, work-life balance, freedom from gender biases, and supportive leadership. The authors found evidence that women within departments/divisions agree on the supportiveness of their units but that substantial differences among units exist. The analyses provided strong evidence for the reliability and validity of their measure. This report contributes to a growing understanding of women's academic medicine careers and provides a measure that researchers can use to assess the supportiveness of the culture for women assistant professors and that leaders can use to evaluate the effectiveness of interventions designed to increase the supportiveness of the environment for women faculty.

Career attitudes and subjective career success: tackling gender differences

Purpose – The purpose of this paper is to analyze the effect of gender upon the relation between protean and boundaryless career attitudes and subjective career success, in today's dynamic and changing organizational context.Design/methodology/approach – Data were collected using a questionnaire conducted on 150 graduate and post‐graduate distance learning students. The data were analyzed using structural equation modeling.Findings – The analysis indicates that women's career success is positively related with self‐direction and negatively related with their reliance on their own values. Furthermore, the authors found a negative relation between organizational mobility preference and men's subjective career success.Research limitations/implications – A potential limitation of this study is that all participants were distance‐learning students, thus limiting the generalizability of the findings to other populations. Furthermore, cross‐sectional designs do not permit drawing conclusions regarding the causal...

Women's Career Success and Work-life Adaptations in the Accountancy and Medical Professions in Britain

This article examines gendered career paths in two feminizing and highly qualified professions. Quantitative data show that in medicine the profession is internally segregated by sex, as women tend to opt for the family friendly but clinically inferior specialty of general practice. In accountancy internal segregation by sex is considerably less evident but women fail to rise through organizational hierarchies. Qualitative interviews with qualified doctors and accountants suggest that sex discrimination is to some extent still an issue but that the major factor underlying these different gendered career trajectories is that women still retain the major responsibility for domestic work and caring. They also suggest that doctors have been able to exercise more control over their working hours than accountants and that even when accountants work part-time, they work longer hours than contracted. Part-time work is also seen as seriously career-limiting. In our conclusions, we briefly examine the gender equality implications of these contrasting self-regulated and market-driven adaptations to occupational feminization.