Using the kaleidoscope career model to analyze female CEOs’ experiences in sport organizations

Abstract

Purpose – The purpose of this research is to examine the experiences of female CEOs in New Zealand sport using a career account approach overlaid with the Kaleidoscope Career Model (KCM). This research focuses on their successful careers, rather than constraints and barriers, which is a feature of much previous research in the area. Design/methodology/approach – Semi-structured interviews and analysis were informed by the principles of the KCM of career authenticity, balance and challenge. Seven chief executive officers in New Zealand sport organizations were interviewed. Data analysis was undertaken through a three-step coding process. Findings – Respondents highlighted the importance of authenticity, balance and challenge in different ways. The KCM model is extended by identifying sub-themes within each principle. These were, under authenticity, passion and relationship-building; under balance, self-awareness and influencing the organization; and under challenge, taking opportunities and working in sport’s gendered environment. Findings indicate that a more nuanced development of KCM is required and that decision-makers in sport organizations need to be aware of the varied drivers of women’s positive experiences. Research limitations/implications – This research contributes to an understanding of successful women’s careers, rather than focusing on barriers to success. It also extends the KCM. Future research is necessary to examine the viability of our suggested extensions to the KCM. Practical implications – While not generalizable, this study’s findings suggest that sport organization decision-makers would be well advised to understand the unique ways in which authenticity, balance and challenge are understood by their female employees. This may encourage organizations to look more closely at their cultures to ensure that they are more welcoming and supportive to women in a male-dominated industry. Originality/value – This research contributes to an understanding of successful women’s careers, rather than focusing on barriers to success. It also extends the KCM. Future research is necessary to examine the viability of our suggested extensions to the KCM.

The career impacts of women managing women

“…(Mainiero and Sullivan, 2006: 111) The KCM proposes three career parameters of authenticity, balance and challenge, which shift in importance or emphasis over the course of a woman's life. Authenticity involves 'being true to oneself' Baruch, 2009: 1548) and the alignment of organisational and personal values (Sullivan and Baruch, 2009), as well as passion (Shaw and Leberman, 2015). Balance considers work and personal life as a coherent whole (Mainiero and Sullivan, 2005), and requires self-awareness as its starting point (Shaw and Leberman, 2015).…”

Adaptação e Evidências de Validade da Escala de Parâmetros da Carreira Caleidoscópica

“…Ademais, a análise dos escores dos parâmetros segundo os diferentes perfis demográficos também permitiu reforçar as evidências de validade do instrumento ao contexto brasileiro, visto que profissionais com vínculos familiares (com filhos ou em relacionamento estável) obtiveram escores significativamente maiores no parâmetro Balanço, enquanto profissionais com maior formação educacional apresentaram níveis mais elevados em relação ao parâmetro Crescimento. Tais achados vão ao encontro dos pressupostos teóricos do Modelo (Mainiero & Sullivan, 2005;Shaw & Leberman, 2015) e, portanto, corroboram para reforçar as evidências de validade do instrumento.…”

“…A criação da escala representou um avanço para estudos envolvendo o Modelo de Carreira Caleidoscópica, pois além de permitir a mensuração dos parâmetros que o compõem, representa uma possibilidade de instrumentalizar consultores e profissionais da área de planejamento de carreira (August, 2011;Grady & McCarthy, 2008;Shaw & Leberman, 2015;Tajlili, 2014). No entanto, conforme apontado por Tajili (2014), a maioria dos estudos relativos ao Modelo de Carreira Caleidoscópica ainda derivam de suas criadoras, sendo fundamental gerar resultados de outros acadêmicos independentes, para verificar se as características previstas pelo modelo se apresentam da mesma forma em outros contextos e culturas.…”

The Kaleidoscope Career Model Revisited

“…In the original KCM (Mainiero & Sullivan, 2005), it was hypothesized that the parameters of authenticity, balance, and challenge would vary across career stages. Research on the KCM has supported this expectation (August, 2011;Cabrera, 2007;Shaw & Leberman, 2015;. At different points in the career cycle, individuals may be more predisposed to seeking jobs that allow them more or less challenge, the ability to create a balanced work-home life in work and nonwork domains, and express a need to be genuine and authentic at work.…”