Gender Role Attitudes and Careers: A Longitudinal Study

Corrigall, Elizabeth A.; Konrad, Alison M.

doi:10.1007/s11199-007-9242-0

Cited by 222 publications

(196 citation statements)

References 42 publications

(58 reference statements)

Supporting

Mentioning

181

Contrasting

Unclassified

Order By: Relevance

“…Empirical studies that have examined the causal relationships between gender role attitudes and later labour market behaviour found evidence for an effect of early gender role attitudes on later labour market outcomes (Cunningham 2008) but also of labour market behaviour on later gender role attitudes (Corrigall and Konrad 2007;Kroska and Elman 2009). However, theoretically sound arguments exist for causation in both directions.…”

Section: Theoretical Backgroundmentioning

confidence: 99%

Labour market entries and exits of women from different origin countries in the UK

Khoudja

Platt

2018

Social Science Research

View full text Add to dashboard Cite

In the context of increasing women's labour force participation (LFP) across Western countries, there remain large differences in LFP for women of different ethnic origins.While existing research has demonstrated that part of these differences can be attributed to compositional differences (age, qualifications, family context etc.) and to differences in gender role attitudes and religiosity, residual 'ethnic effects' typically remain. Further insight into the drivers of such differences has the potential to inform us about factors shaping women's LFP more widely. In this paper we exploit a largescale longitudinal study of the UK to investigate ethnic differences in both LFP entry and exit probabilities. We examine how far we can account for overall ethnic differences in LFP entry and exit, taking account of individual characteristics, gender role attitudes and religiosity, and the contribution of relevant life-course events. We find that, adjusting for all these factors, Indian and Caribbean women do not differ from White majority women in their labour force entry and exit probabilities but that Pakistani and Bangladeshi women are less likely to enter and more likely to exit the labour market, while Black African women have higher entry rates. We also find that Pakistani and Bangladeshi women's labour market entries and exits are less sensitive to partnership and child-bearing events than other women's.

show abstract

Section: Theoretical Backgroundmentioning

confidence: 99%

Labour market entries and exits of women from different origin countries in the UK

Khoudja

Platt

2018

Social Science Research

View full text Add to dashboard Cite

show abstract

“…It is built upon both stereotypically masculine traits called agency (such as ''decisive,'' ''active'') and stereotypically feminine traits called communion (such as ''empathic,'' ''warm''). It has been shown that agency is especially important in predicting career-related behavior (Abele, 2003;Corrigall & Konrad, 2007;Kirchmeyer, 1998) whereas communion has an impact on social functioning (e.g., Feldman & Aschenbrenner, 1983;Kasen, Chen, Sneed, Crawford, & Cohen, 2006;Uchronski, 2008).…”

Section: Present Researchmentioning

confidence: 99%

The dual impact of gender and the influence of timing of parenthood on men’s and women’s career development: Longitudinal findings

Abele

Spurk

2011

International Journal of Behavioral Development

View full text Add to dashboard Cite

This study investigated the impact of gender, the gender-related self-concept (agency and communion), and the timing of parenthood on objective career success of 1,015 highly educated professionals. Hypotheses derived from a dual-impact model of gender and career-related processes were tested in a 5-wave longitudinal study over a time span of 10 years starting with participants’ career entry. In line with our hypotheses we found that the communal component of the gender self-concept had an impact on parenthood, and the agentic component influenced work hours and objective career success (salary, status) of both women and men. Parenthood had a negative direct influence on women’s work hours and a negative indirect influence on women’s objective career success. Women who had their first child around career entry were relatively least successful over the observation period. Men’s career success was independent of parenthood. Sixty-five percent of variance in women’s career success and 33% of variance in men’s career success was explained by the factors analyzed here. Mothers with partners working full time reduced their work hours more than mothers with partners not working full time. A test for a possible reverse influence of career success on the decision to become a parent revealed no effect for men and equivocal effects for women. We conclude that the transition to parenthood still is a crucial factor for women’s career development both from an external gender perspective (expectations, gender roles) and from an internal perspective (gender-related self-concept).

show abstract

“…For example, extrafamilial experiences such as independent living , higher levels of educational attainment Davis 2007), and contexts related working outside the home (e.g., full-time employment: Davis 2007; increased work hours: Corrigall and Konrad 2007) have been related to more egalitarian attitudes.…”

Section: Emerging Evidence Of Gender Role Attitude Malleabilitymentioning

confidence: 99%

Gender Role Attitude Malleability in the Context of Divorce and Remarriage: A Longitudinal Growth Curve Perspective

Lucier‐Greer¹,

Adler‐Baeder

2016

J Adult Dev

View full text Add to dashboard Cite

Suggestions from structural symbolic interactionism are that gender role attitudes are malleable-able to change and be redefined over the course of adult development-at the individual-level, particularly in relation to significant experiences. Using longitudinal growth modeling, this study examined how divorce and remarriage affect gender role attitude growth across a 20-year period (N = 1731). Remaining in a first marriage was related to a slight, but significant decline in traditional attitudes. Divorce was associated with a slight acceleration in the decline in traditional attitudes, while remarriage was associated with a slower rate of decline in traditional attitudes. As such, transitions out of the institution and roles of marriage were related to more egalitarian attitudes, but transitions into remarriage were associated with attitudinal shifts similar to those in first marriage. Evidence is also presented related to the possibility that attitudinal shifts toward more egalitarian may precipitate divorce for some. Implications for theoretical refinement are given.

show abstract

Gender Role Attitudes and Careers: A Longitudinal Study

Cited by 222 publications

References 42 publications

Labour market entries and exits of women from different origin countries in the UK

Labour market entries and exits of women from different origin countries in the UK

The dual impact of gender and the influence of timing of parenthood on men’s and women’s career development: Longitudinal findings

Gender Role Attitude Malleability in the Context of Divorce and Remarriage: A Longitudinal Growth Curve Perspective

Contact Info

Product

Resources

About