Practice and research in career counseling and Development—2005

Career Development Quarterly, Dec, 2006 by Thomas F. Harrington, Theresa A. Harrigan

Men's occupational choices. Jome, Surething, and Taylor directed their study to advance understanding of the traditionality of men's occupational choices. The traditionality of the occupational choices of employed men was studied in terms of relationally oriented aspects of masculinity and gender-nontraditional, vocational interests. The sample consisted of 166 men who were employed full-time and who had a mean age of nearly 40 and a mean job tenure of 8.27 years. Surveys and other measures assessed traditional masculine gender role attitudes, discomfort with behaviors perceived as feminine, comfort level regarding intimate and emotional expressions with women and other men, work and family balance, and homophobia. The resulting distribution of occupational choices among the sample was 22% gender nontraditional, 31% gender neutral, and 48% gender traditional.

Jome et al. found that individuals who were more likely to express discomfort with gays and lesbians were less interested in people-oriented activities, were comfortable with expressive behavior toward other men, and were more apt to have traditionally male careers. Less homophobic attitudes, more people-related interests, and more conflict with expression of affection with other men were exhibited by men in nontraditional careers. Men with an interest in interpersonal and service-oriented careers were employed in female-dominated professions. Men in male-dominant occupations tended to be more homophobic. The Jome et al. study supported previous research and demonstrated that masculine, gender-role attitude (emotionally or relationally focused aspects of masculinity) and career interests in interpersonal vocations were key factors in career choice decisions.

Women's issues. O'Neil and Bilimoria proposed an age-linked model of women's career development. They examined career patterns, career locus, career contexts, and career beliefs developed over the life span by interviewing 50 professional women with a mean age of 42. Interviews were structured to bring to light career milestones and transitions including influential relationships, successes, failures, challenges, and opportunities. The results were reported for three age-related groups: early (Phase 1), middle (Phase 2), and later (Phase 3) career stages. Two types of career patterns were included to accommodate both traditional and boundaryless careers. An ordered career pattern was considered to be one that was stable, predictable, and hierarchical. An emergent career pattern was the term used to reflect proactive career moves, unexpected turns, and career stop gaps. Data regarding external career locus (belief that success is dependent on external factors) and internal career locus (belief that success is directed by oneself) were also collected. The influence of organizational, social, and relational contexts and career beliefs was considered.

O'Neil and Bilimoria found that combination career pattern results were marginally significant in the mid-career cohort, whereas women in the Phase 3 group had significantly more ordered career patterns. An internal-oriented locus of control was gradually replaced by an external mode with the advancement of one's career, with women in the Phase 1 group having the highest internal career-focus results. Relational context was highest among women in Phase 2 and lowest among women in the Phase 1 group. The impact of organizational structures was negatively experienced by 81% of the sample. Phase 2 women reported significantly higher incidents of sexual discrimination and harassment. The economy as a societal construct affected almost 50% of the women and overwhelmingly affected women in Phase 1. Parental influences on career and life choices were apparent for all groups but weakened with age. Influences by spouse or partner were reported by over 66% of women, with Phase 2 members having significantly higher accounts. An overwhelming number of Phase 1 women were considering how children might affect their careers. More women in the Phase 2 and 3 groups made career accommodations for children.