Multicultural and Gender Influences in Women's Career Development: An Ecological Perspective

Cook, Ellen Piel; Heppner, Mary J.; O’Brien, Karen M.

doi:10.1002/j.2161-1912.2005.tb00014.x

Cited by 55 publications

(68 citation statements)

References 29 publications

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“…The value of cultural perception through various subsystems emphasized in ecological theory (Cook et al 2005) was important to consider in light of the multiple nationalities and cultures of the participants who were sought out for participation in this study. Having this multicultural/cross-cultural input was considered important to truly gain a sense of international input on the research.…”

Section: Needs and Purposementioning

confidence: 99%

International Counseling Traits: Identifying Counseling Traits Ranked most Important by International Counseling Professionals through Q-Sort Analysis

Perron¹,

Tollerud

Fisher

2016

Int J Adv Counselling

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Research has shown an increase in the study and discussion of international counseling throughout the past decade in the mental health domain. The counseling profession continues to take steps to address the lack of access to and the quality of counseling support throughout the world. A Q-sort methodology was utilized in order to capture an understanding of what might be identified as the most important traits for counselors to consider when counseling in international settings. A uniquely constructed Q-sort model developed from a careful review of the literature resulted in 35 items that were evaluated by 43 participants in two phases of analysis. The results from the Q-sort led to fuller consideration of the 12 counseling traits ranked highest. Three core themes that emerged from the data included: valuing people, personal character, and multicultural intentionality. Discussion about the highest ranked traits and core themes provides consideration of research implications and future studies in international counseling as a whole.

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Section: Needs and Purposementioning

confidence: 99%

International Counseling Traits: Identifying Counseling Traits Ranked most Important by International Counseling Professionals through Q-Sort Analysis

Perron¹,

Tollerud

Fisher

2016

Int J Adv Counselling

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“…Specific to career development, FMT emphasizes the importance of contextual factors (social, cultural, familial, economic) in clients' vocational experiences, as well as, increasing attention paid to factors such as oppression and the history of discrimination faced in the workplace (Arthur & McMahon, 2005;Cook, Heppner, & O'Brien, 2005;Whalen et al, 2004). FMT of career development places ethnicity and gender in the centre of understanding career patterns and acknowledges that a person's behaviour results from interactions between the person (e.g., personality, age variables) and the complex factors that comprise of his/her environment (e.g., family, environmental/societal variables) (Arthur & McMahon, 2005;Cook et al, 2005).…”

Section: Feminist-multicultural Theorymentioning

confidence: 98%

Cultural transitioning of Jewish immigrants: Education, employment and integration

Sinacore

Mikhail

Kassan

et al. 2009

Int J Educ Vocat Guidance

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This paper discusses the cultural transitioning process that immigrants undergo in order to attain educational, occupational, and social integration within Canadian society. Results of this phenomenological study examining 31 Jewish immigrants from Argentina, Israel, France and the Former Soviet Union, reveal that lack of educational equivalency and lack of recognition of foreign work experience, language barriers, discrimination, insider/outsider sentiments and the structure of the community were common impediments to cultural transitioning. However, findings suggest that despite a common religious identity, immigrants' ethnic identities and expectations lead to divergent cultural transitioning experiences.

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“…The index in the above information implies that there is complexity of micro factors that influence sustainable career development of women. The micro system in which women interacts directly has a dramatic impact on how they view themselves and their career development (Cook, et al, 2005). Based on previous studies in the area of career development, the following dimensions are assumed as the micro factors that influence women career development.…”

Section: Theoretical Framework: Micro Factors Influencing Women Cmentioning

confidence: 99%

Impact of Micro Factors on Women Career Development in Nigeria Hotels

Ebere¹,

BTDato²,

Mansor³

et al. 2016

IOSR

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Abstract:-This article examined the impact of micro factor on the career development of women in hotel industry in Etsako West LGA of Edo State. About 460women in 18 selected hotels in Etsako West LGA were sampled using questionnaire. Multiple regression analysis was applied to analyse the data collected. The results shows that all the dimensions of micro factor; organisational culture (r = 0.185; p < .05), family factor (r = 0.306; p < .05) and individual factor (r = 0.381; p < .05) has a significant relationship on career development of women in the studied hotels in Etsako West LGA. Regarding the strength of the relationship, the results shows that the organisational culture has small but positive relationship, family factor have a positive but medium relationship, and the individual factor have a positive, but medium relationship. Results of the micro factor dimensions that contributed to the prediction of the career development of women in hotel industry in Etsako West LGA shows that organizational factor made the highest contribution to career development and as well significant (β=0.756; p<.05), followed by family factor which is also significant (β= 0.182; p<.05). Individual factor made the lowest contribution but significant (β= 0.133; p<.05). To this end, this implies that if organizational culture is not favourable, it could have effect on the career development opportunities given to women, thereby influencing the number of women progressing to higher management positions in hotel industry. This suggests that managers of hotel industry should put in place gender friendly organisational policies that could encourage professionalism, including, enforcement of family support programmes that could enhance the career path of women. In view of this, favourable organisation policy, complimented with family support can enhance career development of women in hotel industry. Hence, managers of hotel industry should put in place gender friendly organisational policies that could encourage professionalism and merit rather than discrimination. This will ensure that women who show the required individual skills, competence, and experience could attain their target career aspiration unobstructed.

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Multicultural and Gender Influences in Women's Career Development: An Ecological Perspective

Cited by 55 publications

References 29 publications

International Counseling Traits: Identifying Counseling Traits Ranked most Important by International Counseling Professionals through Q-Sort Analysis

International Counseling Traits: Identifying Counseling Traits Ranked most Important by International Counseling Professionals through Q-Sort Analysis

Cultural transitioning of Jewish immigrants: Education, employment and integration

Impact of Micro Factors on Women Career Development in Nigeria Hotels

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