Advancing the Assessment of Women's Career Choices: The Career Aspiration Scale

Gray, Michael P.; O’Brien, Karen M.

doi:10.1177/1069072707301211

Cited by 108 publications

(118 citation statements)

References 20 publications

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“…The career aspiration scale (CAS; Gray & O'Brien, 2007) consists of two subscales: the Leadership and Achievement Aspiration Scale (eight items, e.g., 'I hope to become a leader in my career field') and the Educational Aspiration Scale (two items, e.g., 'I think I would like to pursue graduate training in my occupational area of interest'). Although the measure of career aspiration developed by Gray and O'Brien (2007) is comprised of two dimensions, the CAS score was computed as a single index, dropping four items of the factor Leadership and Achievement Aspirations because of low reliability and the confirmatory factor analysis (CFA) results indicating a single factor and high cross-loadings for the current sample. This decision is in line with the previous research that has reported very low reliabilities of the Educational Aspiration Scale, and it was suggested that two items of the Leadership and Achievement Aspiration Scale be dropped (e.g., Study 3 in Gray & O'Brien, 2007).…”

Section: Methodsmentioning

confidence: 99%

“…Although the measure of career aspiration developed by Gray and O'Brien (2007) is comprised of two dimensions, the CAS score was computed as a single index, dropping four items of the factor Leadership and Achievement Aspirations because of low reliability and the confirmatory factor analysis (CFA) results indicating a single factor and high cross-loadings for the current sample. This decision is in line with the previous research that has reported very low reliabilities of the Educational Aspiration Scale, and it was suggested that two items of the Leadership and Achievement Aspiration Scale be dropped (e.g., Study 3 in Gray & O'Brien, 2007). The reliability for the total CAS score of the remaining items was .73.…”

Section: Methodsmentioning

confidence: 99%

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Does Sexism Affect Thai Women's Psychological and Behavioural Responses? The Stereotype Threat-Buffering Effect of Mindfulness

Jarunratanakul

Jinchang

2018

Journal of Pacific Rim Psychology

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F ew studies have examined the linkage of perceived sexism with stereotype threat and psychological responses in a work setting and moderators that may buffer this negative effect. In Study 1, the relationships among perceived sexism, stereotype threat, and psychological responses were explored among Thai female employees (N = 296) in a self-report questionnaire study. The aim of Study 2 was to investigate whether mindfulness can mitigate the disastrous effect of sexism on performance, using an experimental design. In Study 1, the standard error of measurement (SEM) results observed a partial mediation effect of stereotype threat for the sexism-disidentification relationship, and sexism only had a significant direct effect on career aspirations. In Study 2, the interaction effect of sexism × mindfulness on the female participants' reasoning test scores was significant, indicating that those with mindfulness practice performed better when being exposed to sexist behaviours. The current research provides additional information on understanding the impact of sexism on disengagement and decreased career aspirations among Thai female employees in male-dominated industries. In practice, Thai organisations should be concerned about the impact of sexism on disengagement and the protective factor of performance decrements by encouraging anti-sexist norms and fostering the cultivation of mindfulness through practice.

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Section: Methodsmentioning

confidence: 99%

Section: Methodsmentioning

confidence: 99%

Does Sexism Affect Thai Women's Psychological and Behavioural Responses? The Stereotype Threat-Buffering Effect of Mindfulness

Jarunratanakul

Jinchang

2018

Journal of Pacific Rim Psychology

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“…It was designed in a way to measure both intentions and behavior because behavior is considered to be a more objective indicator than intentions only (Tharenou and Terry, 1998). With regards to the former, the "leadership and achievement scale" developed by Gray and O'Brien (2007) was employed. Further, also three more items were introduced to fulfill their request to enlarge the scale.…”

Section: Methodsmentioning

confidence: 99%

Gender and leadership aspiration: the impact of organizational identification

Fritz

Knippenberg

2017

LODJ

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Purpose Although nowadays more women occupy leadership roles, they still are a minority. Because aspiration is a precursor of advancement, examining conditions fostering female leadership aspiration is important. A neglected perspective is the impact of organizational identification. Identification can be argued to foster leadership aspiration because the essence of leadership is the pursuit of collective interests, and identification motivates such pursuits. The paper aims to discuss these issues. Design/methodology/approach A cross-sectional survey design with an n=400 fulltime employed men and women, working for various organizations was selected. Findings The initial prediction was that identification is more important to women’s leadership aspiration to the extent that gender is associated with communal orientation, because women tend to have stronger communal orientation with associated greater affiliation needs, and organizational identification can be expected to cater to those needs. The communal orientation by organizational identification interactive influence on leadership aspiration was supported. Also, the indirect effect of gender on leadership aspiration via this interactive influence of communal orientation and organizational identification was supported. Research limitations/implications Due to the selected survey approach the data are correlational and as a result no reference to matters of causality can be made. Thus (field) experimental data is needed to confirm these findings. Practical implications Within the paper the discussion focuses on the importance of creating an environment that is more conducive to organizational identification and as such speaks to the communal orientation – being more pronounced among women – to act in favor of the organization by aspiring leadership positions. Originality/value The presented results depict an important step toward understanding how organizational identification and communal orientation interact and how they interact with women’s leadership aspiration.

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“…Good (1959, cited in Nanda, 2008 defines aspiration as the degree to which a person sets a realistic goal, which is associated with preexisting mental and environmental attributes. Aspiration can also be desires, hopes and ideals related to a cause (Gray & O'Brien, 2007). For example, leadership aspirations mean the desires, hopes and ideals related to leadership in the chosen career field.…”

Section: Introductionmentioning

confidence: 99%

“…Theoretically, the leadership aspirations of women are the desires, hopes and ideals of women to be leaders with all the personal and social complexities that surround them, which include getting a promotion, leading and training others, and becoming known as a leader in a particular field (Gray & O'Brien, 2007). Meanwhile, perceptions regarding leadership aspirations of women is the process of acquisition, interpretation, selection and arrangement of sensory information regarding leadership aspirations held by women (Takwin, 2009).…”

Section: Introductionmentioning

confidence: 99%