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Article
Publication date: 4 September 2007

Niamh Murtagh, Paulo Lopes and Evanthia Lyons

The purpose of this paper is to present research findings on the experience of career barriers by women who have changed career, and to suggest the practical implications

1696

Abstract

Purpose

The purpose of this paper is to present research findings on the experience of career barriers by women who have changed career, and to suggest the practical implications of these findings for career management.

Design/methodology/approach

An established, qualitative methodology, interpretative phenomenological analysis, was used to explore participants' experiences. Semi‐structured interviews were conducted with eight women who had changed careers and were analysed to identify the salient themes.

Findings

Participants experienced career barriers, but their subjective experience did not necessarily match objectively defined barriers. One participant, for example, experienced redundancy not as a barrier to her career path but as an opportunity. It was only when situations or events threatened the self‐concept that problems were experienced as barriers. These barriers were not insurmountable and participants used a number of strategies to overcome potential barriers.

Practical implications

The findings suggest that career management or counselling should acknowledge and explore the client's subjective experience of career barriers. Strategies such as challenging or reframing potential barriers can be effective methods for helping clients to dismantle them.

Originality/value

This research points to the gap in career theory and research on the experience of barriers in adult careers. It presents evidence on the subjective nature of barriers and on strategies used to overcome them.

Details

Industrial and Commercial Training, vol. 39 no. 6
Type: Research Article
ISSN: 0019-7858

Keywords

Article
Publication date: 8 February 2016

Gina Gaio Santos

Few research has addressed the factors that undermine people’s subjective perceptions of career success. Hence, the purpose of this paper is to further illuminate the…

4475

Abstract

Purpose

Few research has addressed the factors that undermine people’s subjective perceptions of career success. Hence, the purpose of this paper is to further illuminate the issue of career barriers in perceptions of career success for a specific group of professionals: academics.

Design/methodology/approach

This study adopts an interpretative-social constructionist methodology. Complementarily, it was employed a phenomenological method in data gathering and analysis – with the use of in-depth interviews and a theme analysis. The research was undertaken with a group of 87 Portuguese academics of both sexes and in different stages of their academic careers.

Findings

The findings pinpoint the existence of multi-level barriers encountered by the academics when trying to succeed in their careers. The interviewees mentioned particularly the organizational-professional career barriers pertaining to three general themes: poor collegiality and workplace relationships; the lack of organizational support and employment precariousness; and the career progression standards and expectations. At the individual life cycle level the interviewees referred to the theme of finding balance; at the same time, the gender structure was also a theme mentioned as an important career barrier in career success, particularly by the women interviewed.

Research limitations/implications

One of the limitations of this research is related to the impossibility of generalizability of its findings for the general population. Nevertheless, the researcher provides enough detail that grants the reader with the ability to judge of its similarity to other research contexts.

Practical implications

This research highlights the role played by distinct career barriers for a specific professional group: academics. This has implications for higher education policy-makers and for human resources managers in higher education institutions.

Originality/value

The current study extends the literature on career success by offering detailed anecdotal evidence on how negative work experiences might hinder career success. This research shows that to understand career barriers to success it is useful to consider multi-level factors: organizational-level factors (e.g. poor collegiality and workplace relationships); individual-level factors (e.g. life-cycle factors such as age/career stage); and structural-level factors (e.g. gender).

Details

Career Development International, vol. 21 no. 1
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 10 October 2016

Chung-Ju Huang, Chien-Chih Chou and Tsung-Min Hung

The purpose of this paper is to examine how the levels of athletic identity influenced the relationships among college experiences, career self-efficacy, and the career

1845

Abstract

Purpose

The purpose of this paper is to examine how the levels of athletic identity influenced the relationships among college experiences, career self-efficacy, and the career barriers faced by semi-professional student-athletes in Taiwan.

Design/methodology/approach

Survey data of athletic identity, college experiences (involvement in social, academic, career orientation activities, etc.), career self-efficacy, and career barriers (inherent difficulties in career exploration in a dual student-professional role) were collected from 345 varsity student-athletes in Taiwan sport universities. The conditional process analysis was conducted to test whether the mediating role of career self-efficacy in the association between college experiences and career barriers was dependent on athletic identity levels.

Findings

The results indicated that enriching college experiences contributed to fewer barriers regarding career exploration post graduation through high levels of career self-efficacy. Particularly for assorted and social experiences, the indirect effect reduced as the levels of athletic identity increased.

Practical implications

These findings may be applied to athletes who pursue early specialization and students who engage heavily in a specific sport or other co-curricular activities while neglecting the importance of scholastic learning and career exploration. Career counseling practitioners and sport psychologists are advised to take account of athletic identity and contextual specificity while providing career interventions to student-athletes.

Originality/value

This study extends the understanding of the impacts of athletic identity on college student-athletes’ career explorations within a specific sport context.

Details

Career Development International, vol. 21 no. 6
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 1 August 2004

Ruth Simpson, Jane Sturges, Adrian Woods and Yochanan Altman

This article explores the career progress of female MBA graduates in Canada and the UK and the nature of career barriers experienced in each context. Results suggest that…

4310

Abstract

This article explores the career progress of female MBA graduates in Canada and the UK and the nature of career barriers experienced in each context. Results suggest that while Canadian women have similar career profiles to men, women in the UK lag behind their male counterparts after graduation from the course. At the same time, UK women encounter more intractable career barriers in the form of negative attitudes and prejudice. A model of the “MBA effect” is proposed in terms of how the qualification may impact on career barriers. This incorporates three different types of barriers which are seen to operate at the individual level (person centred barriers) and at the intermediate/organizational level (organizational culture and attitudes, corporate practices) as well as, at the macro level, the impact of legislative frameworks. Results from the UK and Canadian surveys are discussed in relation to this model and in the context of feminist theory and women in management literature.

Details

Career Development International, vol. 9 no. 5
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 19 October 2018

Michael T. Rossler, Charles Scheer and Michael J. Suttmoeller

The purpose of this paper is to evaluate whether black and African-American criminal justice students perceive barriers to a police patrol career differently than white…

Abstract

Purpose

The purpose of this paper is to evaluate whether black and African-American criminal justice students perceive barriers to a police patrol career differently than white students, and whether the perceptions of these barriers impact desire to enter a police patrol career.

Design/methodology/approach

The current inquiry uses a self-administered survey of over 630 undergraduate students in criminal justice classes across five public universities.

Findings

Findings suggest that African-American students differ significantly from white students in perceived social disapproval of patrol careers, respect for police and perceptions of whether the police engage in racial profiling. These perceptions display a significant indirect relationship indicating lower patrol career interest for black and African-American students compared to all other races.

Research limitations/implications

Research limitations of the current inquiry include the lack of a nationally representative sample, the use of four-year university students as a sample to represent the potential police patrol applicant pool, and the use of a survey instrument to gauge respondent beliefs about patrol careers as opposed to actions they would take in pursuit of a police career.

Practical implications

Findings from the current inquiry indicate that departments may need to focus more on improving global perceptions of the police and discussing the nature of the career with recruit social support structures. Police recruiters should focus on techniques such as addressing social isolation experienced by the police rather than on decreasing standards for background checks or simply increasing awareness of police careers.

Originality/value

The current inquiry is one of the first to explore perceptions of barriers to entering a patrol career among CJ students. It is also among the first to examine the impact these perceptions have on patrol career interest. The findings may also help criminal justice instructors more fully discuss these barriers with students of color.

Details

Policing: An International Journal, vol. 42 no. 3
Type: Research Article
ISSN: 1363-951X

Keywords

Article
Publication date: 17 August 2010

Akram Al Ariss

The paper has two goals. The first is to develop a conceptual framework for analyzing the strategies of internationally mobile professionals in managing barriers to their…

5942

Abstract

Purpose

The paper has two goals. The first is to develop a conceptual framework for analyzing the strategies of internationally mobile professionals in managing barriers to their career development. This framework is developed using Duberley et al.'s and Richardson's concept of “modes of engagement”. The second goal is to better understand the nature of the careers that ethnic minority migrants undertake.

Design/methodology/approach

Qualitative interviews were conducted with 43 skilled Lebanese migrants. Six additional interviews were conducted with key informants involved in the development and implementation of immigration policies in France. Furthermore, French and European immigration policymaking is analyzed.

Findings

In order to manage structural barriers to their career development, participants navigated within the organizational and national structures using four modes: maintenance, transformation, entrepreneurship, and opt out.

Research limitations/implications

There was limited access to the developers of immigration policies. The paper focused on only one ethnic minority group.

Practical implications

The management of migrants in France needs to be more supportive of their efforts in using their capital.

Originality/value

The paper contributes to the literature on careers of internationally mobile professionals by offering an understanding of the experiences of an under‐researched group of participants, that is to say persons from an ethnic minority who relocated from Lebanon to live and work in France.

Details

Career Development International, vol. 15 no. 4
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 20 June 2008

Karen Miller and Donna Clark

The paper aims to explore the increasing feminisation of the medical profession and career progression of women in the medical profession. Furthermore, the paper explores…

1338

Abstract

Purpose

The paper aims to explore the increasing feminisation of the medical profession and career progression of women in the medical profession. Furthermore, the paper explores the implications of gender segregation in the medical profession for health service provision.

Design/methodology/approach

The paper presents an overview of studies in this area and draws upon primary, empirical research with medical practitioners and medical students. However, unlike most other studies the sample includes male and female participants. The research involved élite interviews and self‐completion questionnaires in order to provide perspectives of both male and female medical practitioners and medical students.

Findings

The findings are consistent with those of other studies; that gender discrimination and segregation is still prevalent in the medical profession. But there are significant differences in perceptions between the genders. Moreover, it is concluded that the gendered career structure and organisational culture of the health sector and medical profession create a role conflict between personal and professional lives. The current difficulties in reconciling this role conflict create barriers to the career progression of women in the medical profession.

Research limitations/implications

Further research in this area could include a longitudinal study of medical students and the impact of changes in the design of medical training and career structures to assess whether these changes enable female career progression in the medical profession. Further analysis is needed of gendered practices and career development in specific specialist areas, and the role of the medical profession, NHS and Royal Colleges should play in addressing gender and career progression in medicine.

Practical implications

Gender segregation (vertical and horizontal) in the medical profession will have implications for the attraction, retention and increased shortages of practitioners in hospital and surgical specialities with the resultant economic and health provision inefficiencies.

Originality/value

The paper provides a review of literature in this area, thereby providing a longitudinal perspective of gender and the medical profession. Moreover, the research sample includes both male and female medical practitioners and medical students, which provides perspectives from both genders and from those who have experience within the medical profession and from those beginning their career in the medical profession. The research will be of value to the medical profession, the NHS and Royal Colleges of Medicine.

Details

Journal of Health Organization and Management, vol. 22 no. 3
Type: Research Article
ISSN: 1477-7266

Keywords

Article
Publication date: 4 September 2009

Reza Jamali and Mehran Nejati

For a long time, women have not been judged by the same standards as men when trying to enter a trade or profession reserved traditionally for men or even after becoming…

2178

Abstract

Purpose

For a long time, women have not been judged by the same standards as men when trying to enter a trade or profession reserved traditionally for men or even after becoming part of it, while progressing. This paper explores the concept of career progression of female staff in an academic institute. It seeks to answer the following research questions: What barriers are faced by women in career progression? What are the differences in perceptions among female sub‐groups regarding these barriers? What policies and improvement programs can be provided to promote women's career progression? What is the relationship between women's career progression and justice?

Design/methodology/approach

According to the research objectives, the best way to collect the required data was a questionnaire. In this research, three different questionnaires were used. Also, to rank women's career progression barriers, the TOPSIS technique was used.

Findings

The authors found that there is a significant relationship between career progression barriers with interactional and distributive justice. Our ranking results showed that lack of organisational support and job restrictions are the main barriers to women's career progression. Also, flexible working time options is the main support program for eliminating of these barriers.

Research limitations/implications

The major research limitations of this study were the failure to collect and analyse data that would yield a quantitative assessment of organisational justice, and the distribution of questionnaires among women at work.

Originality/value

This is the first study of its nature conducted among female Iranian university staff to focus on barriers to women's career progression. The paper also offers practical guidance that can be used by management and women employees to facilitate career progression.

Details

Business Strategy Series, vol. 10 no. 5
Type: Research Article
ISSN: 1751-5637

Keywords

Article
Publication date: 24 August 2010

Hayfaa Tlaiss and Saleema Kauser

The purpose of this paper is to address the research gap on Lebanese female managers and to examine female managers' perceptions of their organizations in relation to…

4944

Abstract

Purpose

The purpose of this paper is to address the research gap on Lebanese female managers and to examine female managers' perceptions of their organizations in relation to women's career progression.

Design/methodology/approach

The research was quantitative in nature. A survey questionnaire was used to collect data from 450 female managers. Measures included personal and demographic characteristics, organizational culture, organizational practices, organizational networks, mentoring and role modeling, tokenism, and the usage of wasta.

Findings

Descriptive statistics and analysis of variance were used to explain the results. The results reveal that female managers perceive their career progression to be affected by organizational culture, practices, and networks, while mentoring and tokenism were shown to be less critical. In addition, the women in this sample perceived wasta to be a powerful determinant.

Practical implications

The findings contribute to a wider appreciation of the implicit barriers to women's career development and retention, will help organizations engage with the diversity agenda in this region and provide a better understanding of how these companies and their members can make progress, will help inform managerial interventions to make managers better able to make the most of the issues faced, and will help organizations make a much more concerted effort to manage junior female managers through helping them accelerate in their progression and development.

Originality/value

The paper contributes to the limited literature on women in management in Lebanon as well as the Middle Eastern region in general.

Details

Gender in Management: An International Journal, vol. 25 no. 6
Type: Research Article
ISSN: 1754-2413

Keywords

Article
Publication date: 8 February 2008

Maimunah Ismail and Mariani Ibrahim

This paper seeks to investigate barriers faced by women in acquiring higher positions in a Malaysian multinational oil company.

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Abstract

Purpose

This paper seeks to investigate barriers faced by women in acquiring higher positions in a Malaysian multinational oil company.

Design/methodology/approach

Data were obtained through a survey involving 78 executive women in the Malaysian oil company. A structured questionnaire was used to gather data. The study used gender role theory, which argues that women are viewed and treated unfavourably when they do not act according to their expected gender roles.

Findings

Shows family structure and women's commitment to the family are the most significant barriers perceived by the executive women. This research reveals that women in various job positions do not differ in their perceptions with regard to barriers they face for career progression.

Research limitations/implications

The study was conducted among executive women in one company only, hence it cannot be generalized to other oil companies in Malaysia.

Practical implications

Provides evidence on family‐, organizational‐ and societal‐related barriers to career progression. The organization should aware of these barriers as they will affect women's professional development.

Originality/value

This is a first study of this nature conducted in a large oil company which focuses on women‘s barriers to career progression.

Details

Gender in Management: An International Journal, vol. 23 no. 1
Type: Research Article
ISSN: 1754-2413

Keywords

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