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In this article we explore how women and men define success and how their definition of success affects their career progress. Qualitative analysis of data from 40 interviews with successful women and men suggest that gender differences do exist. Women highlight the importance of balance and relationships. Men focus more on material success. Similar numbers of women and men thought that their definitions of success had limited their career progress, but the tradeoffs they reported making were distinctly different. Our results suggest that gender differences in the meaning of success exist even when occupational attainments are similar.

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Purpose -The goals of this study were to examine the utility of social cognitive career theory in a South Asian context, extend SCCT beyond its individualistic roots to include social and contextual variables, and explore the possible differential validity of SCCT predictors for men and women. Design/methodology/approach -The study involved an in-class survey of Bangladeshi undergraduate engineering students including 209 women and 640 men. Findings -Despite stronger relationships between persistence and two predictors -social aspirations and self-efficacy -for men, self-efficacy, the core construct of SCCT, was the most important predictor of persistence for both women and men thus supporting the applicability of SCCT in non-Western contexts.Research limitations/implications -Several new measures were developed for this study which provide a basis for future research but will require further validation. The results demonstrated the applicability of SCCT in a non-Western context but the amount of variance explained was modest. Thus, additional research into context-specific factors affecting persistence is warranted. Practical implications -The results suggest that interventions intended to enhance the participation of women in non-traditional fields such as engineering should focus on enhancing self-efficacy, potentially through creating a more supportive learning environment. Originality/value -The current study is one of the first to assess the applicability of SCCT in a non-Western context and to examine the differential validity of SCCT predictors for women and men.

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Purpose The purpose of this paper is to create a nuanced understanding of the barriers women high-tech professionals face in Bangladesh. The main aim is to identify the extent to which these barriers are common across different contexts and to explore the barriers that are unique and situated in the local socio-cultural context. Design/methodology/approach In-depth interviews with high-tech professionals were conducted to identify and explore the barriers. Findings Although some of the barriers are common across different contexts, most of the barriers women professionals face arise due to the interaction between situated socio-cultural practices and gender. The dynamics of socio-cultural and patriarchal norms reinforce gender biases and gendered practices that afford men with greater control over resources and systematically limit women’s access to opportunities. Research limitations/implications The study recruited 35 participants using snowball sampling. From a methodological perspective, future research could benefit from recruiting a larger, more varied sample using random sampling. Practical implications Women experience barriers due to both internal organizational features and external contextual barriers. The findings suggest that some of these barriers can be removed through governmental and organizational policies and through appropriate intervention strategies delivered in partnership with governmental and non-governmental organizations. Originality/value The study makes a unique contribution by using a macro-social lens to analyze the meso-organizational practices and micro-individual phenomena thereby providing a holistic view of the barriers faced by women professionals in Bangladesh.

The present study examined the relationship between employees' ability to achieve subjective success and their work attitudes. Four dimensions of subjective success were measured: fulfilling work, financial rewards, recognition, and authority. Hierarchical regression models predicting job satisfaction, commitment, and turnover were examined. Objective indicators of success (organizational level, promotions, and salary) were included as control variables along with importance scores and achievement scores for the success criteria. Results indicate that an employee's achievement of fulfilling work is the strongest predictor of their attitudes towards the job and organization. Together, the achievement of the four success criteria explained significantly more variance in attitudes than objective indicators of success or success criteria importance.

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