Family and career path characteristics as predictors of women’s objective and subjective career success: Integrating traditional and protean career explanations

Valcour, Monique; Ladge, Jamie

doi:10.1016/j.jvb.2008.06.002

Cited by 116 publications

(109 citation statements)

References 55 publications

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“…A recent interview with in Hélène Darroze, named the 2015 world's best female chef, highlights how many extremely talented, senior female chefs she has known in their late 20s and early 30s ended up choosing to become wives and mothers at the expense of their careers (Day, 2015). Similar research by Valcour & Ladge (2008) found that women who began childbearing at relatively older ages, those who had fewer children and those whose childbearing commenced longer ago, earned higher incomes. They also found that women with fewer career gaps, less inter-organisational mobility and those with less part time work in their career histories earned higher incomes as well.…”

Section: Gendersupporting

confidence: 54%

“Against all odds”: Head chefs profiled

Allen¹,

Iomaire²

2016

Journal of Culinary Science & Technology

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Section: Gendersupporting

confidence: 54%

“Against all odds”: Head chefs profiled

Allen¹,

Iomaire²

2016

Journal of Culinary Science & Technology

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“…One is related to the impact of family duties. As argued by Valcour and Ladge (2008), women's careers are likely to be limited by family factors including childbearing, larger family size and prioritization of the husband's career, and by the related deviations from continuous organizational employment such as career gaps, part-time work, and relocations. This may prevent women from committing enough time to their career and reaching their career goals.…”

Section: Subjective Career Success and Perceived Gender Discriminationmentioning

confidence: 99%

“…Based on previous literature about predictors of subjective career success (e.g., Ng et al, 2005;Valcour and Ladge, 2008), we controlled for several demographic and career variables: age (years), company tenure (years), marital status (married = 1, unmarried = 0), number of children, jobtype (computer and information systems division: CIS = 1, non CIS = 0; network systems: NS = 1, non NS = 0), salary (natural logarithm of annual salary on a twelve month basis), managerial position (managerial employee = 1, nonmanagerial employee = 0), and willingness to relocate (respondents were asked about their willingness to relocate for three different reasons: to get a significant salary increase, to get a promotion, to remain at the company; α = .90). Since age and company tenure were highly correlated (r = 0.82, p < .001), we dropped the former variable from the equation in the multivariate analysis.…”

Section: Control Variablesmentioning

confidence: 99%

Perceived Gender Discrimination and Women’s Subjective Career Success: The Moderating Role of Career Anchors

Herrbach¹,

Mignonac²

2012

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Subjective career success reflects an individual’s internal apprehension and evaluation of his or her career, across any dimensions that are perceived relevant by the individual. It has beneficial consequences on several individual and organizational outcomes, such as job performance, employee commitment, occupational retention as well as organizational retention. Given the pervasive result that women are subjected to gender discrimination in the workplace, we first wanted to check whether the level of perceived discrimination they report having faced is related to their subjective career success. We also wanted to check whether individual priorities, as evidenced in the concept of career anchor, have an influence on the relationship between perceived discrimination and career success.Using a sample of 300 women employees working in a large French company, we therefore investigated the relationship between perceived gender discrimination, subjective career success and career anchors. We found that perceived gender discrimination was negatively related to subjective career success overall. However, the relationship between the two variables was moderated by career anchors. Some anchors (i.e. managerial, technical and lifestyle) enhanced the impact of perceived gender discrimination, while other anchors (i.e. security and autonomy) lessened it.Our results show how individual expectations, reflected in the notion of career anchor, have an influence on how the work environment is interpreted. In addition, they provide a potential explanation for the apparently contradictory findings of the literature on gender and career success. Finally, our results suggest that organizations should pay special attention not only to the work experiences of women who aspire to move up the hierarchy, but also to the women who aspire to achieve a high level of competency at their job, or seek balance between their work life and their home life.Le succès de carrière subjectif reflète l’évaluation globale par un individu de sa carrière en utilisant pour ce faire différents critères qu’il juge pertinents. Il a des conséquences bénéfiques sur plusieurs phénomènes individuels et organisationnels, tels que la performance, l’engagement au travail, le maintien dans la profession ou la fidélisation organisationnelle. Face au constat largement répandu que les femmes sont sujettes à de la discrimination au travail, la présente recherche a pour objectif d’étudier s’il existe une relation entre la discrimination sexuelle perçue et le succès de carrière subjectif. Elle s’attache également à vérifier si les priorités individuelles, telles qu’elles se manifestent dans la notion d’ancre de carrière, ont une influence sur la relation entre la discrimination et le succès de carrière perçus.En nous appuyant sur un échantillon de 300 femmes employées dans une grande entreprise française, nous montrons ainsi qu’il existe un lien négatif entre la discrimination sexuelle perçue et le succès de carrière subjectif. Toutefois la relation qui existe entre ces deu...

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“…In most of the career literature, intrinsic dimensions can be applied to evaluation of career success (Ballout, 2009;Heslin, 2005;Julien, 1999;Stringer & Kerpelman, 2010;Valcour & Ladge, 2008;Willis et al, 2009). Little of the literature, however, related the intrinsic dimensions with career decisions, or put these two determinants into a study of hospitality students.…”

Section: Intrinsic Motivational Factors and Career Decisionsmentioning

confidence: 99%

A Conceptual Model of Predicting the Effects of Motivational Factors on the Students’ Career Decisions to join Hospitality Industry in China

Hui¹,

Rashid²,

Mohammed³

2017

JTHM

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The increase world tourism is generating numerous employment opportunities in the hospitality industry in China. However, the top challenge lies in the attraction and retention of skilled and qualified employees to join this industry and the mainland China has encountered with a serious mismatch between supply and demand for personnel. Due to the problem of a great proportion of Chinese Hospitality and Tourism Management (HTM) programme students are not making their career decisions to work for this industry after graduation. Therefore it is important and purposive for this paper to provide a value conceptual model that predicting the effects of three motivational factors: intrinsic, extrinsic and parental factors on HTM students' career decisions to enter the hospitality industry. Moreover, this study also examined the internship programme as moderating effects on such relationship which is filling the literature gap of hospitality management research.

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Family and career path characteristics as predictors of women’s objective and subjective career success: Integrating traditional and protean career explanations

Cited by 116 publications

References 55 publications

“Against all odds”: Head chefs profiled

“Against all odds”: Head chefs profiled

Perceived Gender Discrimination and Women’s Subjective Career Success: The Moderating Role of Career Anchors

A Conceptual Model of Predicting the Effects of Motivational Factors on the Students’ Career Decisions to join Hospitality Industry in China

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