The career development and aspirations of women in middle management – revisited

Abstract

This article reports the results of the second phase of a research study on the career development and aspirations of women in middle management in business firms in the USA. The major method of this research study was the individual case study. Case studies relied on in-person and/or telephone interviews with the same 30 women managers who participated in the first phase of the study in 1995. The majority of the women managers worked for Fortune 500 companies and were located throughout the USA. The findings of the study revealed that the majority of the women managers have not attained the positions to which they ultimately aspire. The majority do not believe they are progressing as rapidly as they think they should. However, the majority of the women managers continue to aspire to top level management positions and they believe that it is very realistic that they will attain these positions.

Demographic and Family Related Barriers on Women Managers’ Career Development

“…That educational level has significant influence on women's career development is similar to that reported by Wentling (2003). He found that development of women to top managerial positions depends on their education.…”

Women in intercollegiate athletics : an exploration of the career development of female senior administrators.

“…Studies on personal factors in career development emphasize gender and gender role socialization (Astin, 1984;Betz & Fitzgerald, 1987;Eag1y, 1987;Gottfredson, 1996); personality (Betz & Fitzgerald;Ritchie, Fassinger, Linn, Johnson, Prosser, & Robinson, 1997;Wentling, 2003;White, 1995); the acquisition and development of human capital such as education, formal skills/abilities, and job tenure (Burke, 2007;Knoppers, 1992); and self-efficacy (Betz, 2004;Lent et aI., 1994). Eccles (1994) posited, "Understanding women's occupational choices requires a broad view of the options and roles available to women" (p. 605).…”

“…Understanding the personality characteristics of women in executive management positions has been widely studied (Richie et aI., 1997;Wentling, 1996Wentling, ,2003White, 1995). Women in leadership positions have been described as committed, dedicated, passionate, and self-confident.…”

“…Wentling (1996) was more specific in her results, which found women lowered their career aspirations for several reasons including relocation of spouse, responsibilities to family, company reorganization, the glass ceiling, burnout, and lack of company commitment to professional advancement. On the other hand, promotion, perception of more opportunity in a new company, and more on-the-job time commitment tended to increase a woman's aspiration to higher levels of management (Hopkins & O'Neil, 2007;Wentling, 2003). For women interested in seeking positions in senior management, their coping strategies included continued education, demonstrated competency on the job, networking with top-level managers, and experience in other functions of the company (Wentling, 2003).…”

“…On the other hand, promotion, perception of more opportunity in a new company, and more on-the-job time commitment tended to increase a woman's aspiration to higher levels of management (Hopkins & O'Neil, 2007;Wentling, 2003). For women interested in seeking positions in senior management, their coping strategies included continued education, demonstrated competency on the job, networking with top-level managers, and experience in other functions of the company (Wentling, 2003).…”