Biographic and personal characteristics of women in management

Sachs, Rachel; Chrisler, Joan C.; Devlin, Ann Sloan

doi:10.1016/0001-8791(92)90041-w

Cited by 30 publications

(19 citation statements)

References 22 publications

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“…Research has established that women either select or are assigned careers or positions with poor earnings and/or promotion prospects (Stromberg and Harkness 1978;Baron et al 1986;Sachs et al 1992). What the present findings may be indicating is that accepting a research assistant post early on is a potentially career limiting move for women but not for men -an issue that demands further investigation.…”

Section: Is There Evidence Of a 'Glass Ceiling' Still Operating In Psmentioning

confidence: 54%

“…Undoubtedly, there will be junior and senior researchers in the sample of women but this needs further investigation, especially if despite equal opportunities policies, many more women than men are being forced into an endless round of short-term research assistant contracts. Research has established that women either select or are assigned careers or positions with poor earnings and/or promotion prospects (Stromberg and Harkness 1978;Baron et al 1986;Sachs et al 1992). What the present findings may be indicating is that accepting a research assistant post early on is a potentially career limiting move for women but not for men -an issue that demands further investigation.…”

Section: Is There Evidence Of a 'Glass Ceiling' Still Operating In Psmentioning

confidence: 54%

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Occupational Stress, Burnout and Job Status in Female Academics

Doyle

Hind

1998

Gender Work & Organization

136

110

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The study investigated perceived occupational stress in a sample of 582 academic staff members working in institutions of higher education in the UK. Data was collected using the Maslach Burnout Inventory (Maslach and Jackson 1986), The Job Diagnostic Survey (Hackman and Oldham 1974) and the Faculty Stress Index (Gmelch et al. 1986). The results indicate that women academics perceive the structure and content of their jobs similarly to men. However, women generally experience higher overall levels of stress in their jobs and results indicate that they may cope better with the demands placed upon them than their male counterparts. There is some evidence of the presence of a 'glass ceiling' in the institutions studied, with women holding more junior positions, and remaining in them longer, than men. A difference in effect size was found between those women who do achieve senior positions and men in similar posts. Higher grades predict greater job strain for women but not for men. The results from this study suggest fruitful avenues for future research.

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Section: Is There Evidence Of a 'Glass Ceiling' Still Operating In Psmentioning

confidence: 54%

Section: Is There Evidence Of a 'Glass Ceiling' Still Operating In Psmentioning

confidence: 54%

Occupational Stress, Burnout and Job Status in Female Academics

Doyle

Hind

1998

Gender Work & Organization

136

110

View full text Add to dashboard Cite

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“…Women, therefore, have three choices, namely to be successful by behaving like men, fail to adapt to the culture and leave, or by not acting like men to remain in unimportant positions (Bennett, Davidson and Gale, 1996;Sachs, Chrisler and Devlin, 1992). According to Agapiou (2002), the image and perception of an industry were significant factors in determining career choice in their study.…”

Section: Introductionmentioning

confidence: 97%

Influences on Women’s Choices of Careers in Construction: A South African Study

Madikizela

Haupt

2010

AJCEB

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This paper analyses the factors influencing the choices of careers in construction by South African women. The literature on challenges which influence women's choices of careers in construction was reviewed and questionnaires were conducted with multiple samples, including construction organisations, construction students and professional women working in construction. The study found that women have a role to play in the construction industry and that they can build successful careers within the sector. However, it was not easy given the various barriers to entry such as gender-based discrimination against them, the harsh work environment of the construction site, the lack of sufficient knowledge about the industry itself and the shortage of successful women in construction as role models. There was evidence of discrimination and sexual harassment. All these factors impacted negatively on the choices of careers in construction by South African women. This study makes a contribution to our understanding of the factors that have marginalised women in a male dominated industry and provides some indication of approaches to attract more women into the sector. It is hoped that it will stimulate debate about how the low representation of women in construction can be addressed and how construction careers for women can be promoted and encouraged and that the resource pool will be enlarged given the prevalent acute skills shortage in the industry.

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“…First, our results were derived from participants who were currently working. It is possible that their evaluation of the selection criteria or the person-job and person-organization fit might have been confounded by the effect of being shaped by their work experience (Sachs et al, 1992;Fagenson, 1993). Thus, it is more desirable to study individuals who have not yet entered a career path.…”

Section: Discussionmentioning

confidence: 99%

Impact of background characteristics and gender–role attitudes on Chinese perceptions of selection criteria in employment

Tang

Ngo

et al. 2002

Asian J of Social Psycho

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A random sample of 699 (327 men and 372 women) currently employed Chinese subjects participated in a study that examined their perceptions of common selection criteria in employment. Results of factor analysis showed that various selection criteria could be grouped under four underlying factors. In general, participants rated the Psychological Attribute factor as the most important criterion, followed closely by the Experience and Skill factor, and viewed the Physical Attribute and Demographic factors as the least important. Results of hierarchical regression analyses showed that participants' gender-role attitudes, especially those towards men's and women's roles in education, marriage and social interactions, were the most salient predictors of their perceptions towards the selection criteria. This remained true even after controlling for participants' background characteristics. Participants' gender, age and educational attainment were also predictive of their appraisal of various selection criteria in employment.

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Biographic and personal characteristics of women in management

Cited by 30 publications

References 22 publications

Occupational Stress, Burnout and Job Status in Female Academics

Occupational Stress, Burnout and Job Status in Female Academics

Influences on Women’s Choices of Careers in Construction: A South African Study

Impact of background characteristics and gender–role attitudes on Chinese perceptions of selection criteria in employment

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