Cross-cultural influences on women in the IT workforce

Trauth, Eileen M.; Quesenberry, Jeria L.; Huang, Haiyan

doi:10.1145/1125170.1125178

Cited by 24 publications

(12 citation statements)

References 16 publications

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“…Quesenberry and Trauth [68] Women's career anchors within the IT workforce. Trauth et al [80] Cross-cultural influences on women's experience in the IT field. Gallivan and Benbunan-Fich [30] Gender differences in IS scholarly publication rates.…”

Section: Appendix Gender Research At Cpr Conferencesmentioning

confidence: 99%

Embracing intersectionality in gender and IT career choice research

Trauth

Cain

Joshi

et al. 2012

Proceedings of the 50th Annual Conference on Computers and People Research

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Results of an examination of with-gender variation in gender stereotypes about the skills and knowledge in the IT profession demonstrates the value of applying an intersectionality perspective in the study of under represented groups in the IT field. Focusing on gender or ethnicity, alone, is insufficient to explain the under representation of women and minorities in IT careers. Rather, we believe that stratifying the population in a more nuanced manner, such as by gender within ethnic group, provides deeper insights into the phenomenon of under representation. Hence, this research approaches the topic of gender and the IT profession from the perspective of intersectionality of gender and ethnicity. Within-gender analysis reveals variation in gender stereotyping by gender-ethnic group. White females and minority males (i.e. Black and Hispanic males) exhibited the most masculine stereotyping of IT skills. In contrast, White males and minority females (i.e. Black and Hispanic females) exhibited the fewest. Three themes emerge from this research. First, the skills that will be increasingly important in the future in distinguishing equivalently credentialed IT professionals were not absorbed into the "masculine" category. Second, hegemonic masculine traits appear to be deeply entrenched in the next generation of IT professionals. Third, when peering more deeply into the gender stereotyping of skills by respondent demographics, what emerges is a pattern that emphasizes the critical role of intersectionality in gender analyses of the IT profession.

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Section: Appendix Gender Research At Cpr Conferencesmentioning

confidence: 99%

Embracing intersectionality in gender and IT career choice research

Trauth

Cain

Joshi

et al. 2012

Proceedings of the 50th Annual Conference on Computers and People Research

Self Cite

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show abstract

“…As compared to the average all-industry voluntary turnover rates of about 10% (2009: 8%, 2010: 13%, 2011: 9%; source: SHRM Human Capital Benchmarking database), turnover in the IT sector is considerable higher. Although women have comprised nearly 48% of the total American work force throughout the last 10 years, the percentage of women in the IT workforce fell from 41% to 25% between 1996 and 2008 (Trauth, Quesenberry, & Huang, 2006;National Center for Woman & Information Technology, 2009). Female scientists and engineers in industry are more likely to leave their technical occupations and the workforce altogether than women in other fields.…”

mentioning

confidence: 99%

Uporaba modela delovnih zahtev in virov pri napovedovanju fluktuacije med zaposlenimi na IT področju – splošni učinki in razlike po spolu

Hoonakker¹,

Carayon²,

Korunka³

2014

psio

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High employee turnover has always been a major issue for Information Technology (IT). In particular, turnover of women is very high. In this study, we used the Job Demand/Resources (JD-R) model to examine the relationship between job demands and job resources, stress/burnout and job satisfaction/commitment, and turnover intention and tested the model for gender differences. Data were collected in five IT companies. A sample of 624 respondents (return rate: 56%; 54% males; mean age: 39.7 years) was available for statistical analyses. Results of our study show that relationships between job demands and turnover intention are mediated by emotional exhaustion (burnout) and relationships between job resources and turnover intention are mediated by job satisfaction. We found noticeable gender differences in these relationships, which can explain differences in turnover intention between male and female employees. The results of our study have consequences for organizational retention strategies to keep men and women in the IT work force.

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“…Over time, we have witnessed a gradual increase in the level and type of research on gender and ICT that has been published. For example, an examination of papers presented at the ACM Special Interest Group on Management Information Systems (SIGMIS) computer personnel research conference between 1961 and 2005 shows that 29 out of 862 papers were about gender and the ICT workforce (Trauth et al ., 2006). The first paper was presented in 1988 with the majority of the papers (10) being published in 2003 when the ACM SIGMIS conference theme was ‘difference and diversity’ 1 .…”

Section: Maturing Of the Research Area: Methods Theory Focusmentioning

confidence: 99%