Effect of organization size on validity of Masculinity-Femininity score.

Abstract

A population of 195 pre-1944 male Stanford Graduate School of Business MBAs was analyzed for association between executive success criteria and scores on the Strong Vocational Interest Blank Masculinity-Femininity (SVIB MF) scale, controlling for size of employing organization (large N = 47, medium N = 105, and tiny N = 43). No significant correlations were found between the SVIB MF scores and pay, job interest, or career progress satisfaction. Correlations were significant (p < .05) between MF scores and policy level and organization level, but were negative in large organizations and positive in medium and small organizations. The pattern of correlations suggests that masculinity of interests is positively associated with executive success in smaller organizations, inversely in larger organizations; more research is needed to test such a hypothesis and to explore the "meaning" of MF.

100 years of applied psychology research on individual careers: From career management to retirement.

“…As portrayed in Figure 1, early research focused on the development and validation of career interest inventories. The Strong Vocational Interest Blank (SVIB) was the target of most of this research (e.g., Barnette, 1943 ; Berdie, 1965 ; Harmon, 1969 ; McArthur, 1954 ; McArthur & Stevens, 1955 ; Porter, 1962) , but other inventories such as the Holland Vocational Preference Inventory (e.g., Holland, 1958 , 1968) , Minnesota Vocational Interest Inventory (e.g., McCall, 1965 ; Silver & Barnette, 1970) , Kuder Preference Record (e.g., Herzberg & Russell, 1953) , Edwards Personal Preference Schedule (e.g., Goss, 1969) , Self-Directed Search (Costa, McCrae, & Holland, 1984), and the TALENT interest Inventory ( Cooley, 1967) were studied extensively as well.…”