Sex differences in perceptions of desired rewards, availability of rewards, and abilities in relation to occupational selection

Abstract

The perception of the rewards desired in an occupation, the rewards perceived to be available in an occupation, and the perceived match of abilities to those required in an occupation are examined for male and female college students majoring in business and for female students majoring in educatio:. The findings indicate that females choosing business as an occupation are very similar to males choosing business, in their perceptions of their desired outcomes in relation to those available in an occupation and in their perceptions of their abilities in relation to those required by an occupation. On the other hand, females choosing business show significant differences in comparison to females choosing education in all of these dimensions. The implication is that there are very few sex differences in these perceptions when choice of occupation is held constant.

The role of gender identity in explaining sex differences in business owners' career satisfier preferences

“…Career satisfier preferences were assessed using 15 items adapted from prior studies (Crosby, 1982;Gattiker and Larwood, 1988;Konrad et al, 2000;Wheeler, 1981) as well as newly-developed items. All items were rated on a 5-point scale (1 = unimportant, 5 = very important).…”

Satisfaction with mentoring relationships: does gender identity matter?

“…The importance of socio-emotional success criteria was measured by adapting several instruments that assess career satisfaction or career success (i.e. Gattiker and Larwood, 1988;Wheeler, 1981). Five career facets comprised the final socio-emotional career satisfiers scale.…”

Women′s Adaptation to Male‐dominated Occupations

“…Although Herzberg [32] popularised this notion of "intrinsic" and "extrinsic" factors within the framework of his controversial motivator-hygiene theory, these constructs enjoy long-standing tradition in sociology, industrial psychology, and management. These work value constructs have proved useful in understanding the nature of job satisfaction [33], in distinguishing the value patterns of different occupational groups [27,28,34], in validating work value dimensions [35], in understanding cultural value systems, in conceptualising motivational processes [32,36,37], in analysing organisational attraction and retention of personnel [38], in making predictions about behavioural commitment [39] and describing sex differences in achievement motivation and occupational aspirations [19,40].…”