Persistence, connection, and passion: A qualitative study of the career development of highly achieving African American–Black and White women.

Abstract

Strauss & J. Corbin, 1990) was used to generate a theory of the career development of participants that was grounded in their experiences, as related in semistructured, in-depth interviews. The theoretical model generated from the data included 5 major components: (a) a core story consisting of participants' work behaviors and attitudes, which is enacted within (b) sociocultural, (c) personal background, and (d) current contextual conditions and leads to particular career (e) actions and consequences. The emergent model and illustrative quotations from participants are presented, and the implications of the study and the theoretical model for both research and practice are discussed.Despite the burgeoning literature in the area of women's career development over the past three decades, several consistent limitations in this field of study have been noted. One problem has been inadequate attention to the experiences of women of color (

Measuring efficiency of the banking industry before and after the recent financial crisis: some international evidence

“…The following diagrams in figure 1 [in Appendix] depict various types of love based on amounts and balance of each dimension. Sternberg's (1988) triangular love theory is conceptually consistent with results of recent qualitative research on workplace motivation (Gordon, 2005;Richie, Fassinger, Linn, Johnson, Prosser, and Robinson, 1997). Both Gordon (2005) and Ritchie et al (1997) based their research on working women and found three universal themes that align with Sternberg's (1986) three dimensions of love.…”

“…Both Gordon (2005) and Ritchie et al (1997) based their research on working women and found three universal themes that align with Sternberg's (1986) three dimensions of love. Gordon's (2005) process theme, which taps into how a worker is challenged by and engaged in her job's activities, and Richie et al's (1997) passion for the work theme both align with Sternberg's passion dimension. Gordon's (2005) purpose theme, or the extent to which the employee feels compelled to fulfill herself through her work, and Richie et al's (1997) persistence theme both align with Sternberg's commitment dimension.…”

“…Gordon's (2005) process theme, which taps into how a worker is challenged by and engaged in her job's activities, and Richie et al's (1997) passion for the work theme both align with Sternberg's passion dimension. Gordon's (2005) purpose theme, or the extent to which the employee feels compelled to fulfill herself through her work, and Richie et al's (1997) persistence theme both align with Sternberg's commitment dimension. Finally, Gordon's (2005) people theme, which captures how relationships on the job are personally fulfilling, and Richie et al's (1997) connectedness theme both align with Sternberg's intimacy dimension.…”

A Study of Supervisor and Employee Perceptions of Work Attitudes in Information Age Manufacturing Industries

“…Also, the study intended to contextualize phenomena and allow for the exploration of the experiences of participants from their own perspectives and words (Richie, Fassinger, Linn, Johnson, Prosser, & Robinson, 1997). From a phenomenological perspective, it was important to realize that there was no objective or separate reality; there was only what the women knew based on their experiences and what these experiences signified to them.…”

Women in intercollegiate athletics : an exploration of the career development of female senior administrators.

“…Studies on personal factors in career development emphasize gender and gender role socialization (Astin, 1984;Betz & Fitzgerald, 1987;Eag1y, 1987;Gottfredson, 1996); personality (Betz & Fitzgerald;Ritchie, Fassinger, Linn, Johnson, Prosser, & Robinson, 1997;Wentling, 2003;White, 1995); the acquisition and development of human capital such as education, formal skills/abilities, and job tenure (Burke, 2007;Knoppers, 1992); and self-efficacy (Betz, 2004;Lent et aI., 1994). Eccles (1994) posited, "Understanding women's occupational choices requires a broad view of the options and roles available to women" (p. 605).…”