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The purpose of this study is to examine data from a 2016 replication of a 1986 study of upper-level administrators in government agencies in the US State of Utah. The unique cultural context of this state is used to challenge Hakim’s preference theory; specifically, that the individual agency of work-oriented women is stronger than structural constraints, including culture. This study joins others that have questioned the preference theory’s applicability in certain cultural contexts.

A simple approach using difference-of-means t-tests shows that female respondents in 2016 are more like their male contemporaries than they are to their sister administrators 30 years prior. T-tests are also used to compare male respondents in 1986 and 2016.

Women in upper management in 2016 are more likely to be married and have preschool-aged children at home than they were in 1986. These results suggest that women are succeeding at the highest levels in state government administration and also adhering to strong cultural norms. Women’s views on labor market policies changed over time, as well. While women in 2016 are found to resemble their male counterparts in 2016 more than they resemble female respondents in 1986, variations in men’s responses in 1986 and 2016 are statistically no different from zero.

This study challenges the predictions of Hakim’s preference theory in the context of strong cultural norms that dictate separate gender roles. The results contradict the preference theory’s predictions and are consistent with critiques of its applicability across cultural contexts.