WOMEN AND CAREER DEVELOPMENT: A Decade of Research

Phillips, Susan D.; Imhoff, Anne

doi:10.1146/annurev.psych.48.1.31

Cited by 163 publications

(149 citation statements)

References 256 publications

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“…In terms of turnover intentions, gender moderates this relationship intentions (Burke, Koyuncu & Fiksenbaum, 2008;Karatepe & Aleshinloye, 2009). With regard to career advancement, female employees differ from male employees, as their counterparts advance faster in organisations with higher levels of pay (Phillips & Irmhoff, 1997).…”

Section: Gender Differences In Call Centres and Links To Retention Anmentioning

confidence: 99%

Exploring employee retention and intention to leave within a call centre

Dhanpat

Madou

Lugisani

et al. 2018

SA Journal of Human Resource Management

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Section: Gender Differences In Call Centres and Links To Retention Anmentioning

confidence: 99%

Exploring employee retention and intention to leave within a call centre

Dhanpat

Madou

Lugisani

et al. 2018

SA Journal of Human Resource Management

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“…Although some researchers believe that women, compared to men, still consider their career less important (7,22), other findings suggest that women with a salient work role often return to work after giving birth and prefer to work rather than stay at home (23). The importance of career also strongly differs between women with traditional gender ideology, and feminists (24,25). In men, such a link between the listed variables was not manifested (26).…”

Section: Work-family Conflict and Role Salience Among Men And Womenmentioning

confidence: 99%

Salience and conflict of work and family roles among employed men and women

Knežević¹,

Gregov

Šimunić

2016

Archives of Industrial Hygiene and Toxicology

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The aim of this research was to determine the salience of work and family roles and to study the connection between role salience and the interference of different types of roles among working men and women. Self-assessment measurement scales were applied. The research involved 206 participants; 103 employed married couples from different regions of Croatia. The results show that roles closely connected to family are considered the most salient. However, men are mostly dedicated behaviourally to the role of a worker. Women dedicate more time and energy to the roles of a spouse, a parent, and a family member whereas men are more oriented towards the leisurite role. The highest level of conflict was perceived when it comes to work disturbing leisure. Gender differences appeared only for work-to-marriage conflict, with men reporting higher conflict than women. The research found proof of only some low correlations between the salience of different types of roles and work-family conflict.

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“…However, as women began to remain in the paid workforce after getting married and having children, to pursue higher education, and to begin making strides in careers that were formed and dominated by men, scholars began to uncover important nuances in women's careers. Based on a review of the previous decade's research on women's career development, Phillips and Imhoff (1997) conclude that, "interpersonal and family domains appear to be uniquely central to the development of identity for women " (p. 33). This deduction resonates with the feminist perspective regarding the significance that relationships and connection play in women's development.…”

Section: In Response To the Feminist Critique Levinson Extended Hismentioning

confidence: 99%

Identity in Transition: Women’s Narrative Identity Work on the Path to Professional and Mother

Bataille

2014

AMPROC

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Although numerous scholars claim that identity is an integral aspect of engaging in work and family, the extant literature falls short of explaining how women's identities evolve over time through the significant transitions involved in pursuing professional careers and raising families. In fact, much of the literature is grounded in the assumption that work and family represent competing identities for women. Missing from this body of literature is a conceptualization of pursuing a professional/managerial career and having a family as a complex set of transitions that provoke the questions, "Who am I?" and "Who/what do I want to be?" Through a narrative study of 35 professional/managerial women, I uncover novel forms of narrative identity work that illuminate how women construct, revise and present their identities as they transition from university students to young professionals, from non-mothers to mothers, and from childless employees to those with childcare responsibilities. Further, I posit that these forms of narrative identity work reflect three higher-order identity processes: identity exploration, identity adaptation, and identity expression. Through a within and between-case examination of the configurations of identity processes across the three transitions, I uncover four dominant patterns that provide novel insights into how women's identities evolve over time on the path to professional and mother.ii

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WOMEN AND CAREER DEVELOPMENT: A Decade of Research

Cited by 163 publications

References 256 publications

Exploring employee retention and intention to leave within a call centre

Exploring employee retention and intention to leave within a call centre

Salience and conflict of work and family roles among employed men and women

Identity in Transition: Women’s Narrative Identity Work on the Path to Professional and Mother

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