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Article
Publication date: 7 June 2013

Samina M. Saifuddin, Lorraine S. Dyke and Maria Rasouli

The goals of this study were to examine the utility of social cognitive career theory in a South Asian context, extend SCCT beyond its individualistic roots to include social and…

Abstract

Purpose

The goals of this study were to examine the utility of social cognitive career theory in a South Asian context, extend SCCT beyond its individualistic roots to include social and contextual variables, and explore the possible differential validity of SCCT predictors for men and women.

Design/methodology/approach

The study involved an in‐class survey of Bangladeshi undergraduate engineering students including 209 women and 640 men.

Findings

Despite stronger relationships between persistence and two predictors – social aspirations and self‐efficacy – for men, self‐efficacy, the core construct of SCCT, was the most important predictor of persistence for both women and men thus supporting the applicability of SCCT in non‐Western contexts.

Research limitations/implications

Several new measures were developed for this study which provide a basis for future research but will require further validation. The results demonstrated the applicability of SCCT in a non‐Western context but the amount of variance explained was modest. Thus, additional research into context‐specific factors affecting persistence is warranted.

Practical implications

The results suggest that interventions intended to enhance the participation of women in non‐traditional fields such as engineering should focus on enhancing self‐efficacy, potentially through creating a more supportive learning environment.

Originality/value

The current study is one of the first to assess the applicability of SCCT in a non‐Western context and to examine the differential validity of SCCT predictors for women and men.

Details

Gender in Management: An International Journal, vol. 28 no. 4
Type: Research Article
ISSN: 1754-2413

Keywords

Article
Publication date: 20 February 2007

Ingrid Schoon, Andy Ross and Peter Martin

Understanding the factors and processes facilitating entry into science related occupations is a first step in developing effective interventions aiming to increase a skilled…

1221

Abstract

Purpose

Understanding the factors and processes facilitating entry into science related occupations is a first step in developing effective interventions aiming to increase a skilled science base. This paper intends to address individual as well as family and school related influences on uptake of science, engineering, technology and health related careers.

Design/methodology/approach

Drawing on data collected for two British birth cohorts: the 1958 National Child Development Study and the 1970 British Cohort Study, a developmental‐contextual model of career development is tested, comparing the experiences of over 17,000 men and women during the transition from school to work.

Findings

The findings suggest that there is a persisting gender imbalance both in terms of aspirations and occupational attainment. Interest and attachment to a science related career are formed early in life, often by the end of primary education. School experiences, in particular, are crucial in attracting young people to a career in science.

Research limitations/implications

Much remains to be done to improve intake in science related occupations, especially regarding recognition and access to science related courses at school, and rendering school experiences more relevant and engaging for young people.

Originality/value

Comparing career transitions in two longitudinal cohorts allows the study of careers over time, linking early influences to later outcomes, and enables the identification of stable and changing patterns in antecedents and outcomes.

Details

Equal Opportunities International, vol. 26 no. 2
Type: Research Article
ISSN: 0261-0159

Keywords

Article
Publication date: 8 December 2017

Karen Cziraki, Emily Read, Heather K. Spence Laschinger and Carol Wong

This paper aims to test a model examining precursors and outcomes of nurses’ leadership self-efficacy, and their aspirations to management positions.

5001

Abstract

Purpose

This paper aims to test a model examining precursors and outcomes of nurses’ leadership self-efficacy, and their aspirations to management positions.

Design/methodology/approach

A cross-sectional survey of 727 registered nurses across Canada was conducted. Structural equation modelling using Mplus was used to analyse the data.

Findings

Results supported the hypothesized model: χ2(312) = 949.393; CFI = 0.927; TLI = 0.919; RMSEA = 0.053 (0.049-0.057); SRMR 0.044. Skill development opportunities (ß = 0.20), temporary management roles (ß = 0.12) and informal mentoring (ß = 0.11) were significantly related to nurses’ leadership self-efficacy, which significantly influenced motivation to lead (ß = 0.77) and leadership career aspirations (ß = 0.23). Motivation to lead was significantly related to leadership career aspirations (ß = 0.50).

Practical implications

Nurses’ leadership self-efficacy is an important determinant of their motivation and intention to pursue a leadership career. Results suggest that nurses’ leadership self-efficacy can be influenced by providing opportunities for leadership mastery experiences and mentorship support. Leadership succession planning should include strategies to enhance nurses’ leadership self-efficacy and increase front-line nurses’ interest in leadership roles.

Originality value

With an aging nurse leader workforce, it is important to understand factors influencing nurses’ leadership aspirations to develop and sustain nursing leadership capacity. This research study makes an important contribution to the nursing literature by showing that nurses’ leadership self-efficacy appears to be an important determinant of their motivation to lead and desire to pursue a career as a nurse leader.

Details

Leadership in Health Services, vol. 31 no. 1
Type: Research Article
ISSN: 1751-1879

Keywords

Article
Publication date: 1 June 2005

Hetty Van Emmerik, S. Gayle Baugh and Martin C. Euwema

This study investigates the influence of affective organizational commitment, career aspirations, and networking activities on propensity to mentor (serving as a mentor and…

2282

Abstract

Purpose

This study investigates the influence of affective organizational commitment, career aspirations, and networking activities on propensity to mentor (serving as a mentor and desiring to become a mentor).

Design/methodology/approach

Data from websurveys of 262 managerial employees of a Dutch bank are analyzed using logistic regression.

Findings

Results indicate that affective organizational commitment is unrelated to propensity to mentor, whereas career aspirations are positively related, and networking activities are negatively related to serving as a mentor, but not desiring to be a mentor.

Research limitations/implications

The study is limited by its reliance on self‐report data and the Dutch culture may have influenced the results of the study to an unknown degree.

Practical implications

Results of this study suggest that employees volunteering to be a mentor are clearly ambitious in terms of their own career, but are not necessarily highly committed to their organization nor do they perform exemplary behaviors in terms of extra role behavior or networking.

Originality/value

Individuals are more likely to engage in mentoring activities and to desire to become a mentor if they have high career aspirations. This relationship may be the result of an instrumental perspective on the part of the mentor, who sees developing a cadre of loyal and supportive organizational members as having a positive effect on his or her own career advancement.

Details

Career Development International, vol. 10 no. 4
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 11 January 2013

Pik Lin Choi

The purpose of this paper is to examine gender identities of Chinese male and female middle leaders in secondary schools and how gender dynamics play in the leadership process and…

1733

Abstract

Purpose

The purpose of this paper is to examine gender identities of Chinese male and female middle leaders in secondary schools and how gender dynamics play in the leadership process and impact on career aspirations and career development.

Design/methodology/approach

This paper draws on the data of a larger qualitative study conducted using the life history approach. Cases of four male and female middle leaders, which are able to demonstrate the “efficacy” of life stories to enhancing our appreciation of the process of gender negotiation and the impact of gender dynamics on leadership behaviour, are reported.

Findings

Evidence suggests that traditional Chinese gender identities played out in the leader‐follower relationships although signs of hybrid gender identities were also evident in some cases. Gender identities and the family role perception of the middle leaders have impact on their career aspirations and development.

Research limitations/implications

Findings yield implications for the professional development needs of Chinese middle leaders not only regarding their professional role but also their personal understanding of how gender identities and family role perception impact on their career development. Further study with overlapping and complementary methods to a larger sample could be more illuminating to this complex and multifaceted issue.

Originality value

In the context of global concerns about the shortage of leader talent, the present study illuminates gender identities and the dynamics of the interactions between Chinese superiors and subordinates of different sexes and adds perspective to the leadership development literature.

Details

International Journal of Educational Management, vol. 27 no. 1
Type: Research Article
ISSN: 0951-354X

Keywords

Article
Publication date: 1 February 2003

Gary N. Powell and D. Anthony Butterfield

Data gathered by the authors from undergraduate and part‐time graduate business students in 1976‐1977 suggested that men were more likely than women to aspire to top management…

10025

Abstract

Data gathered by the authors from undergraduate and part‐time graduate business students in 1976‐1977 suggested that men were more likely than women to aspire to top management and that, consistent with traditional stereotypes of males and managers, a gender identity consisting of high masculinity and low femininity was associated with aspirations to top management. As a result of gender‐related social changes, we expected the gender difference in aspirations to top management but not the importance of gender identity to have decreased over time. We collected data in 1999 from the same two populations to test these notions. In newly collected data, high masculinity (but not low femininity) was still associated with such aspirations, and men still aspired to top management positions more than women. However, the gender difference in aspirations to top management did not decrease over time.

Details

Women in Management Review, vol. 18 no. 1/2
Type: Research Article
ISSN: 0964-9425

Keywords

Article
Publication date: 11 September 2017

Alexis Geyer, Jenni Putz and Kaustav Misra

Building on existing study abroad literature, the purpose of this paper is to assess the impact of both short-term and long-term study abroad programs on students’ leadership…

1544

Abstract

Purpose

Building on existing study abroad literature, the purpose of this paper is to assess the impact of both short-term and long-term study abroad programs on students’ leadership skills and their career aspirations.

Design/methodology/approach

A sample of college students were invited to complete an electronic survey about their experiences with study abroad programs. This survey included study abroad participants and non-study abroad participants and aimed to assess areas such as academic performance, leadership qualities, international exposure, and study abroad.

Findings

The authors’ results suggest that study abroad programs have a significant effect on leadership skills and career aspirations. Short-term programs, in particular, were found to impact both leadership skills and career aspirations.

Research limitations/implications

The limitations of this study lie within the nature of the survey data used. Surveys are subjective and it was left to the respondent to determine, for example, what defines a leadership position. Nonetheless, the survey data collected implies how students feel about study abroad programs and the results provided implications about the importance of these programs.

Social implications

According to the results, study abroad programs have value to students who participated in these programs. The authors conclude that study abroad is an important supplement to post-secondary education and participation in such programs should be encouraged.

Originality/value

This paper contributes to the study abroad literature by focusing on short-term programs, which have not been heavily studied in the field. The authors’ results suggest that study abroad has a significant impact on students, thus has practical implications for college students and educators.

Details

International Journal of Educational Management, vol. 31 no. 7
Type: Research Article
ISSN: 0951-354X

Keywords

Article
Publication date: 2 October 2017

Sumita Datta and Upasna A. Agarwal

Reasons that have an effect on the continuity and career progression of women in corporate India are complex. The purpose of this paper is to explore the factors that have an…

Abstract

Purpose

Reasons that have an effect on the continuity and career progression of women in corporate India are complex. The purpose of this paper is to explore the factors that have an effect on the women leadership pipeline of Indian organizations.

Design/methodology/approach

The present study adopted a qualitative research methodology within a dyadic framework by including women managers and their respective supervisors in the study.

Findings

Thematic analyses of the qualitative study conducted on Indian women managers as well as their supervisor revealed rich insights into the antecedent social-psychological factors of a women leadership pipeline that can be summarized under three broad categories, namely, intra-personal, interpersonal and organizational.

Research limitations/implications

The limitations are the small sample size and the qualitative nature of this study. An important implication is that the results of this study can be used for cross-cultural comparisons because most studies that have focused on the effect of gender on career advancement have used western conceptualizations and measures.

Practical implications

The findings of this research suggest designing organizational interventions that can help women professionals in navigating the complex social environment in order to create their own leadership identities supported through a high-quality leader-member exchange.

Social implications

The study takes an important step toward developing a better understanding of the factors affecting the career advancement of women managers by contextualizing the way women professionals perceive their career identity and the meaning they imbue to career advancement. The findings of this study can aid policy makers toward arresting the leaking women leadership pipeline.

Originality/value

The study contributes by exploring several social-psychological dimensions of objective-subjective career success perceptions and their interplay among women managers drawn from three organizations in India.

Details

South Asian Journal of Business Studies, vol. 6 no. 3
Type: Research Article
ISSN: 2398-628X

Keywords

Article
Publication date: 1 August 2016

Justin M. Stritch and Robert K Christensen

While there is a large body of literature examining the effect public service motivation (PSM) has on both an individual’s career and volunteering decisions, the effects of social…

1369

Abstract

Purpose

While there is a large body of literature examining the effect public service motivation (PSM) has on both an individual’s career and volunteering decisions, the effects of social learning and parental influences on both volunteerism and selection into public service are relatively unexplored. The purpose of this paper is to examine the relationship between parental volunteering and career choice, PSM, and the volunteering behaviors and career choices of their adult children.

Design/methodology/approach

The authors examine data collected from first-year undergraduate students at a large, public university in the southeastern USA to examine, the impact of parents in the development of public service behaviors like volunteering and career choice.

Findings

The authors find that parental influence matters in shaping voluntary behavior and career aspirations, but that this social learning is distinct by gender.

Originality/value

The authors are unaware of work that directly focusses on parents’ volunteering and career choices, after controlling for PSM, on both the volunteering and public service career decisions of their children.

Details

International Journal of Manpower, vol. 37 no. 5
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 27 August 2020

Ruijuan Zhang, Shaoping Qiu, Larry M. Dooley and Tamim Choudhury

The purpose of this study is to explore how gender and gender role identity separately and jointly affect managerial aspirations.

Abstract

Purpose

The purpose of this study is to explore how gender and gender role identity separately and jointly affect managerial aspirations.

Design/methodology/approach

The study was cross-sectional in nature. Survey data were collected from Chinese Government sectors. Two-way analysis of variance was used to test the research hypotheses.

Findings

The results showed that gender role identity and combination of gender and gender role identity predict management aspirations while gender alone does not affect management aspirations. Androgynous individuals self-reported higher scores of managerial aspirations. Female managers who perceive themselves as androgynous and masculine tend to possess higher management aspirations. However, when they perceive themselves to exhibit feminine traits, they are more likely to hold lower management aspirations. Moreover, male managers with androgynous and feminine traits are inclined to have higher management aspirations.

Research limitations/implications

Due to cross-sectional survey data, research results may be biased by common method variance. In addition, because of a convenient sample, the research results may lack generalizability. Moreover, with participants from different organizations, the percentage of men and women in the organization and participants’ role conflicts between work and family life would impact the gender role identity of individuals. Future research should control for the gender composition of the workplace and participants’ role conflicts between work and family life.

Practical implications

The findings can help narrow the gender gap of managerial aspirations through focusing on gender role identity in selecting managers and designing the leadership training program, ultimately resulting in diminishing disparity in top leadership positions between men and women.

Originality/value

This study examines how gender and gender role identity separately and jointly affects managerial aspirations in the Chinese context.

Details

Gender in Management: An International Journal , vol. 36 no. 2
Type: Research Article
ISSN: 1754-2413

Keywords

21 – 30 of over 12000