Inspecting the Hierarchy of Life Roles

Greer, Tomika W.; Egan, Toby

doi:10.1177/1534484312445322

Cited by 30 publications

(12 citation statements)

References 65 publications

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“…However, we observed no meaningful gender differences in NWO concerning family and community service. Previous research on role salience (Greer & Egan, 2012) has also shown that women on average focus more on their home and family roles relative to their work roles than men. However, our study suggests that these findings do not translate into meaningful gender differences in the degree to which family considerations are taken into account when managing one's career.…”

Section: Nwo In Relation To Gender and Agementioning

confidence: 92%

“…Research has usually found that, due to traditional gender socialization, women have lower work centrality and higher family centrality compared with men (Greenhaus & Kossek, 2014). Women generally place less importance on objective success in comparison to subjective success and focus more on family roles compared to men (Greer & Egan, 2012). However, recent research does not always replicate these results and found no gender differences concerning work centrality (Sharabi, 2015).…”

Section: Exploring Gender and Age Effects In Nwosmentioning

confidence: 95%

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All in the name of work? Nonwork orientations as predictors of salary, career satisfaction, and life satisfaction

Hirschi

Herrmann

Nagy

et al. 2016

Journal of Vocational Behavior

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Career development increasingly demands a successful integration of work and nonwork domains. Based on work-nonwork conflict and enrichment theories, this study explored the relationship between nonwork orientations (i.e., family, personal life, and community) and both objective (i.e., salary) and subjective (i.e., career satisfaction) career success and life satisfaction over a period of six months among a sample of 548 employees from Germany. The results generally support the enrichment perspective. Family orientation showed a positive relationship with career satisfaction. All three nonwork orientations, especially family orientation, were positively related to life satisfaction. We also explored gender and age effects but found no differences in nonwork orientations between young employees aged 25-34 years and older workers aged 50-59 years. Men showed lower levels of personal life orientation than women, but no differences in family or community orientation based on gender were found. We also did not observe gender x age interaction effects. We discuss the study's implications for a whole-life perspective on career development, career success, and well-being.

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Section: Nwo In Relation To Gender and Agementioning

confidence: 92%

Section: Exploring Gender and Age Effects In Nwosmentioning

confidence: 95%

All in the name of work? Nonwork orientations as predictors of salary, career satisfaction, and life satisfaction

Hirschi

Herrmann

Nagy

et al. 2016

Journal of Vocational Behavior

View full text Add to dashboard Cite

show abstract

“…It is important to note that this stage explicitly addresses the point that people are simultaneously engaged in multiple life roles. People vary in the specific life roles that they inhabit as well as in the subjective importance they attribute to these roles (Greer & Egan, 2012). Therefore, an important aspect of this intervention stage is to clarify which central life roles a client inhabits and what level of importance is attached to each.…”

Section: Developing Action Strategiesmentioning

confidence: 99%

Whole‐Life Career Management: A Counseling Intervention Framework

Hirschi

2020

The Career Development Quart

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It is widely recognized that career management and counseling require a consideration of work and nonwork roles. The author presents a career counseling intervention framework to help clients self‐direct their careers and attain work‐nonwork balance. Based on an action regulation approach, the framework consists of 4 stages: (a) clarifying goals across work and nonwork roles, (b) mapping resources and barriers related to goal attainment, (c) developing action strategies for goal attainment, and (d) monitoring and adapting goal pursuit across work and nonwork goals. The author outlines the theoretical foundations of this framework, provides a case study on how the framework can be applied in individual counseling, and gives examples of specific intervention contents. The framework provides a foundation for career counseling practice to assist clients in managing their careers while taking into account nonwork roles. Researchers can use this framework to gain a better understanding of career self‐management from a whole‐life perspective.

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“…According to Super's theory of life role in career development [22], at a certain stage of life, people can simultaneously play multiple roles, as a child, student, citizen, worker, and homemaker; increasing the number of roles in one's life may mean less commitment to other roles. This theory has been applied to human resource development in a diverse range of contexts [23]. Applying these theories to define PM graduates' working needs in relation to their roles at the time they make their career decision may give clues to understanding their motivation and expectations for their career pathway.…”

Section: Introductionmentioning

confidence: 99%

Why do graduates choose to work in a less attractive specialty? A cross-sectional study on the role of personal values and expectations

et al. 2020

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Background: Primary health care (PHC), of which preventive medicine (PM) is a subspecialty, will have to cope with a deficiency of staff in the future, which makes the retention of graduates urgent. This study was conducted in Vietnam, where PM is an undergraduate degree in parallel to medical training. It aims to identify facilitating and hindering factors that impact recruitment and retention of PM graduates in the specialty. Methods: A cross-sectional study enrolled 167 graduates who qualified as PM doctors from a Vietnamese medical school, between 2012 and 2018. Data were collected via an online questionnaire that asked participants about their motivation and continuation in PM, the major life roles that they were playing, and their satisfaction with their job. Multiple regression analyses were used to identify which life roles and motivational factors were related to the decision to take a PM position and to stay in the specialty, as well as how these factors held for subgroups of graduates (men, women, graduates who studied PM as their first or second study choice). Results: Half of the PM graduates actually worked in PM, and only one fourth of them expressed the intention to stay in the field. Three years after qualification, many graduates had not yet decided whether to pursue a career in PM. Satisfaction with opportunities for continuous education was rated as highly motivating for graduates to choose and to stay in PM. Responsibility for taking care of parents motivated male graduates to choose PM, while good citizenship and serving the community was associated with the retention of graduates for whom PM was their first choice. Conclusions: The findings demonstrate the importance of social context and personal factors in developing primary care workforce policy. Providing opportunities for continued education and enhancing the attractiveness of PM as an appropriate specialty to doctors who are more attached to family and the community could be solutions to maintaining the workforce in PM. The implications could be useful for other less popular specialties that also struggle with recruiting and retaining staff.

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Inspecting the Hierarchy of Life Roles

Cited by 30 publications

References 65 publications

All in the name of work? Nonwork orientations as predictors of salary, career satisfaction, and life satisfaction

All in the name of work? Nonwork orientations as predictors of salary, career satisfaction, and life satisfaction

Whole‐Life Career Management: A Counseling Intervention Framework

Why do graduates choose to work in a less attractive specialty? A cross-sectional study on the role of personal values and expectations

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