Gender, Racial, and Ethnic Differences in Job Context and Work-Activity Preferences

Johnson, James F.; Trent, John D.; Barron, Laura G.

doi:10.1037/mil0000191

Cited by 3 publications

(1 citation statement)

References 32 publications

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“…This unequal treatment extends to work opportunities, with women facing limitations that hinder their career advancement. The study aligns with existing research, including works by Johnson, Trent, and Barron (2017), Redmond and McGuinness (2019), Media Matters for Democracy (2019), and Sultana (2011). These scholarly contributions collectively highlight the persistent nature of gender bias in various professional settings, providing a broader context for understanding the challenges faced by women in the media industry.…”

Section: Gender Biasessupporting

confidence: 83%

Work Related Problems of Women in the Media Industry of Hyderabad, Pakistan

2023

plhr

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Pakistani working women face problems in each field. However, the media profession offers more problems than any other field in the country. Plenty of studies support the statement that Pakistan is unsuitable for media women. In Hyderabad, many mediaworking women are facing problems silently. This study is a milestone in exploring their problems. Thus, the current research applied qualitative research and a purposive sampling method. Twenty women participants selected from print, electronic and digital media were recruited for in-depth interviews. The findings revealed that women experienced myriad problems in the industry. Nepotism and favoritism impeded many women's career development. Insecurity of jobs, unsafe workplaces, non-cooperative behavior of co-workers, and female-to-female jealousy were the striking problems in the media industry. It was found that more significant numbers of women were working in glass-ceiling positions. Besides, the results exhibited that gender inequality and sexual harassment were the two predominant problems in the industry. A concrete policy should be implemented to curb gender inequality and sexual harassment in the media industry. Media authorities should provide a fair platform without nepotism and favouritism for each woman.

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Section: Gender Biasessupporting

confidence: 83%

Work Related Problems of Women in the Media Industry of Hyderabad, Pakistan

2023

plhr

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Army Service in the All-Volunteer Era

Greenberg

Gudgeon

Isen

et al. 2022

The Quarterly Journal of Economics

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Since the beginning of the all-volunteer era, millions of young Americans have chosen to enlist in the military. These volunteers disproportionately come from disadvantaged backgrounds, and while some aspects of military service are likely to be beneficial, exposure to violence and other elements of service could worsen outcomes. This paper links the universe of Army applicants between 1990 and 2011 to their federal tax records and other administrative data and uses two eligibility thresholds in the Armed Forces Qualification Test (AFQT) in a regression discontinuity design to estimate the effects of Army enlistment on earnings and related outcomes. In the 19 years following application, Army service increases average annual earnings by over ${\$}$4,000 at both cutoffs. However, whether service increases long-run earnings varies significantly by race. Black servicemembers experience annual gains of ${\$}$5,500 to ${\$}$15,000 11–19 years after applying while White servicemembers do not experience significant changes. By providing Black servicemembers a stable and well-paying Army job and by opening doors to higher-paid postservice employment, the Army significantly closes the Black-White earnings gap in our sample.

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Conceptualizing Job Attributes Minoritized Gen Z College Students Seek in Employers

Li,

Hornsby,

Pate

2023

Effective Human Resources Management in the Multigenerational Workplace

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Job preferences of college graduates before entering their professional fields is an area that should receive attention, particularly during the COVID-19 pandemic. Job choice decisions literature suggests that demographic characteristics can impact individual's employment preferences, but little is known about what the current generation of college students (i.e., Generation Z) seek in a job. This study focuses on what job attributes Gen Z college students sought in employment during the pandemic. Additionally, the study explores job attributes minoritized Gen Z college students seek or avoid in employment. The findings of an online survey among 393 graduating college students suggest race and gender affect job preferences. The factors coworker/policy, status/advancement, diversity/work itself, and schedule/relocation are what college graduates seek. Moreover, the qualitative data analysis revealed four themes regarding qualities minoritized graduates seek and two themes regarding deal breakers for minoritized graduates.

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Gender, Racial, and Ethnic Differences in Job Context and Work-Activity Preferences

Cited by 3 publications

References 32 publications

Work Related Problems of Women in the Media Industry of Hyderabad, Pakistan

Work Related Problems of Women in the Media Industry of Hyderabad, Pakistan

Army Service in the All-Volunteer Era

Conceptualizing Job Attributes Minoritized Gen Z College Students Seek in Employers

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