The relative career advancement of men and women engineers in the United States

Abstract

Despite the fact that women engineering students perform as well as their male classmates during college, women engineers report lower salaries and supervisory responsibility levels after about five years in the labour force. Several hypotheses concerning the reasons for the differences in career advancement of men and women engineers were investigated in a national survey of engineers in the United States. The gender differences in career advancement could not be explained by differences in education level or in self-perceptions of ability. The fact that women were more likely to have taken a career break than were men did decrease their salaries and supervisory levels. However, gender differences were still apparent even when this factor was controlled. The careers of both men and women were affected by conflicts arising from the multiple roles of worker, spouse, and parent, but many women engineers avoided such conflicts by remaining single and childless. These results challenge several popular explanations for the differential advancement of men and women, but the actual causes remain unknown.     

Stability and dominance in career success orientation in South Korean employees

This study explored whether career orientation is stable and whether predominant types exist by looking at the differences in specific demographic variables (age, years of work experience, employment level, gender, type of job and education level). These were examined through the framework of career success orientation in a Korean wireless communications company. The findings show that career success orientations were not the same by age, length of work experience, and employment level, and dominant career success orientations were based only on education level. The results imply that there are either generation differences or changes in career orientation and that theoretical re-investigation is needed in researching dominant career orientation by gender.     

Impact of networking on career development: Experience of high-flying women academics in Malaysia

The article reports a study the objective of which is to explore the experience in networking of a group of high-flying women academics (HFWAs) and its impact on career development. Data were gathered using in-depth interviews to 31 women professors who have been identified as high-flyers. Networking had brought them to fast upward career mobility. The themes that relate to the influence of networking to their career are: (i) graduate study paved the way for international networking; (ii) networking created win-win situation for both individuals and institutional partners; and (iii) personal factors contributing to networking. Findings are significant to other academics particularly women who are aspiring to be in the fast-track career.     

The role of individual and organizational characteristics in feedback seeking behaviour in the initial career stage

The present study investigates whether the frequency by which employees seek informal feedback and the quality of the self-initiated feedback influences perceived career development. Furthermore, we investigated goal orientation and perceived learning culture, as antecedents of feedback seeking behaviour. Data were collected from 116 financial experts from various multinational corporations worldwide. Results show that particularly the quality of self-initiated feedback from supervisors positively affects perceived career development. The quality of self-initiated feedback from supervisors mediates the relation between the perceived learning culture and perceived career development. Furthermore, learning goal orientation directly relates to perceived career development. Last, our results highlight the significance of creating a learning culture in which informal feedback is stimulated. Implications of these findings are discussed.     

An investigation of career development programs,job satisfaction,professional development and productivity: the case of Taiwan

This study attempts to develop career development programs capable of responding to career needs at different career stages. The current implementation status of these career development programs in Taiwanese businesses is then examined, along with the level of satisfaction of R&D personnel with available career development programs. The relationship between the career development programs and job satisfaction, professional development and productivity is then examined, revealing an association between high satisfaction of R&D personnel with career development programs and high job satisfaction, professional development and productivity.     

Qualitative differences in men and women police officers' experience of occupational stress

Gender differences in exposure to sources of occupational stress and experience of adverse consequences are explored in a study of 358 male and 139 female police constables engaged in uniformed patrol or detective duties from one large provincial English police force. Stressors were divided into those arising tiom police operational duties and those deriving tioni organizational and management issues. Women uniformed constables are less likely to be exposed to police operational stresson involving the potential for violence, but ifexposed they report more severe adverse reactions than uniformed policemen. Women unifomied officers and women detectives are more likely to be involved with victims ofviolence or sexual offences and the former report higher levels ofassociated self-perceived stress than their male counterparts. There are relatively few differences in exposure to organizational stressors except that women detectives and uniformed officers report higher rates of sex discrimination and prejudice than policemen. Multivariate analyses show gender and occupational role differences in qualitative features that contribute to reported psychologal distress. Results are discussed in terms of possible explanations for gender differences.     

The status of HRD research in the United States from 1980 to 1994

This study used the research methodology of citation analysis to elucidate the status of HRD research in the United States. The study results include information about core US journals, the number of articles published per year, and the type of article authorship. The results also provide information about the changing landscape for HRD publications.     

The effects of organizational learning climate,career-enhancing strategy,and work orientation on the protean career

The concept of the protean career has been discussed in the career development field over the last three decades. The main purpose of this study was to conduct an empirical assessment of the individual protean career attitude and investigate the relationships between the protean career attitude and other variables such as organizational learning climate, individual career-enhancing strategy and work orientation. The hypotheses were investigated through a correlation and a path analysis of data from 244 employees of a Korean financial company. The results provide useful information on the direct effects of career-enhancing strategy and work orientation on the protean career attitude. In addition, an indirect effect of organizational learning climate was identified.     

名校学历: 求职敲门砖还是升职踏脚石?———基于中国公募基金行业的实证研究

名校学历到底有多重要? 为了克服过往“名校效应”相关研究中任务异质性和业绩难衡量的难题,考察名校和非名校基金经理职业经历和业绩的区别,结果发现: 名校毕业生首份工作是基金行业的概率较高,从进入职场到首次成为基金经理花费较短的时间,以及首次当基金经理时所管理的基金规模较大,收取的管理费较多,所在基金公司资产管理规模排名前 10 的概率较高． 名校基金经理在平均业绩上没有表现得较好,但他们的早期职场仍更加顺利,这更可能是信号效应的结果． 在职场后期,是否毕业于名校对基金经理升职降职或加薪减薪均没有显著影响,业绩和能力才是决定基金经理后期职业发展的因素． 这些发现表明名校学历只是入职的敲门砖,而它本身并不足以成为升职加薪的决定因素． 研究丰富了基金研究中关于基金经理职业发展的文献,对于客观理性看待“名校热”这一现象,具有重要的现实意义．     

Non-governmental organizations and the socio-economic development of low-income women in India

This literature review focuses on the socio-economic development of low-income women in India. The study describes how non-governmental organizations (NGOs) in India attempt to fill gaps in governmental support for marginalized women in the Indian workforce. Some scholars have recommended expanding the boundaries of human resource development (HRD) to include multiple topics in a variety of contexts to investigate the holistic development of individuals. Gaps exist in current HRD literature regarding the status of low-income women in India. This article argues that many Indian NGOs are capable of serving the needs of women in informal work sectors and in addition, they can provide a broad non-traditional context for investigating HRD processes and services at a national level.     

Retrospective Cost-Effectiveness Analyses for Polio Vaccination in the United States

The history of polio vaccination in the United States spans 50 years and includes different phases of the disease, multiple vaccines, and a sustained significant commitment of resources. We estimated cost-effectiveness ratios and assessed the net benefits of polio vaccination applicable at various points in time from the societal perspective and we discounted these back to appropriate points in time. We reconstructed vaccine price data from available sources and used these to retrospectively estimate the total costs of the U.S. historical polio vaccination strategies (all costs reported in year 2002 dollars). We estimate that the United States invested approximately US dollars 35 billion (1955 net present value, discount rate of 3%) in polio vaccines between 1955 and 2005 and will invest approximately US dollars 1.4 billion (1955 net present value, or US dollars 6.3 billion in 2006 net present value) between 2006 and 2015 assuming a policy of continued use of inactivated poliovirus vaccine (IPV) for routine vaccination. The historical and future investments translate into over 1.7 billion vaccinations that prevent approximately 1.1 million cases of paralytic polio and over 160,000 deaths (1955 net present values of approximately 480,000 cases and 73,000 deaths). Due to treatment cost savings, the investment implies net benefits of approximately US dollars 180 billion (1955 net present value), even without incorporating the intangible costs of suffering and death and of averted fear. Retrospectively, the U.S. investment in polio vaccination represents a highly valuable, cost-saving public health program. Observed changes in the cost-effectiveness ratio estimates over time suggest the need for living economic models for interventions that appropriately change with time. This article also demonstrates that estimates of cost-effectiveness ratios at any single time point may fail to adequately consider the context of the investment made to date and the importance of population and other dynamics, and shows the importance of dynamic modeling.     

Three dimensions of COVID-19 risk perceptions and their socioeconomic correlates in the United States: A social media analysis

Social media analysis provides an alternate approach to monitoring and understanding risk perceptions regarding COVID-19 over time. Our current understandings of risk perceptions regarding COVID-19 do not disentangle the three dimensions of risk perceptions (perceived susceptibility, perceived severity, and negative emotion) as the pandemic has evolved. Data are also limited regarding the impact of social determinants of health (SDOH) on COVID-19-related risk perceptions over time. To address these knowledge gaps, we extracted tweets regarding COVID-19-related risk perceptions and developed indicators for the three dimensions of risk perceptions based on over 502 million geotagged tweets posted by over 4.9 million Twitter users from January 2020 to December 2021 in the United States. We examined correlations between risk perception indicator scores and county-level SDOH. The three dimensions of risk perceptions demonstrate different trajectories. Perceived severity maintained a high level throughout the study period. Perceived susceptibility and negative emotion peaked on March 11, 2020 (COVID-19 declared global pandemic by WHO) and then declined and remained stable at lower levels until increasing once again with the Omicron period. Relative frequency of tweet posts on risk perceptions did not closely follow epidemic trends of COVID-19 (cases, deaths). Users from socioeconomically vulnerable counties showed lower attention to perceived severity and susceptibility of COVID-19 than those from wealthier counties. Examining trends in tweets regarding the multiple dimensions of risk perceptions throughout the COVID-19 pandemic can help policymakers frame in-time, tailored, and appropriate responses to prevent viral spread and encourage preventive behavior uptake in the United States.     

Assessing Transboundary Wildfire Exposure in the Southwestern United States

We assessed transboundary wildfire exposure among federal, state, and private lands and 447 communities in the state of Arizona, southwestern United States. The study quantified the relative magnitude of transboundary (incoming, outgoing) versus nontransboundary (i.e., self‐burning) wildfire exposure based on land tenure or community of the simulated ignition and the resulting fire perimeter. We developed and described several new metrics to quantify and map transboundary exposure. We found that incoming transboundary fire accounted for 37% of the total area burned on large parcels of federal and state lands, whereas 63% of the area burned was burned by ignitions within the parcel. However, substantial parcel to parcel variation was observed for all land tenures for all metrics. We found that incoming transboundary fire accounted for 66% of the total area burned within communities versus 34% of the area burned by self‐burning ignitions. Of the total area burned within communities, private lands contributed the largest proportion (36.7%), followed by national forests (19.5%), and state lands (15.4%). On average seven land tenures contributed wildfire to individual communities. Annual wildfire exposure to structures was highest for wildfires ignited on state and national forest land, followed by tribal, private, and BLM. We mapped community firesheds, that is, the area where ignitions can spawn fires that can burn into communities, and estimated that they covered 7.7 million ha, or 26% of the state of Arizona. Our methods address gaps in existing wildfire risk assessments, and their implementation can help reduce fragmentation in governance systems and inefficiencies in risk planning.     

Learning and development experiences of self-initiated expatriate women in the United Arab Emirates

The article explores self-initiated expatriate women's experiences of working and learning in the United Arab Emirates (UAE). Adler's (Adler, N. 1987. Pacific basin managers: A Gaijin, not a woman. Human Resource Management 26, no. 2: 169–91) seminal study and Tung's (Tung, R.L. 2004. Female expatriates: The model of the global manager. Organizational Dynamics 33: 243–53) research suggest that expatriate women operating in a foreign host culture are categorized as a ‘Third Gender’: host nationals would perceive them as ‘foreign’ first and ‘women’ second, consequently according them different privileged treatment inworkplaces than host national women colleagues. This qualitative study of self-initiated expatriate women highlights how the women's constructions of themselves as ‘foreign’ and ‘female’ in the UAE provide a lens through which they reflect upon their own experiences of learning and development. In the absence of support from their own organizations and/or driven by their own aspirations, the women embarked upon their professional development initiatives; networking, coaching and formal qualifications. Key themes of vulnerability in being a foreigner, gendered workplaces, informal learning and women's agency in their own learning and development emerge from the analysis. The women's experiences suggest that their ‘Third Gender’ identity frames both constraints and opportunities within their social and work environment. The research focus on self-initiated expatriate women developing their professional practice, without the organizational Human Resource Development (HRD) support normally provided for assigned expatriates, is a key contribution to HRD, expatriate and international management literature where gender has tended to be ignored.     

人格特质、组织承诺与离职意图关系的实证研究

通过对中国联通安徽分公司131名雇员进行实证分析,考察了个人属性、内外控型人格特质、组织承诺与雇员离职意图的关系。结果发现组织承诺、内外控人格特质对离职意图有显著影响,个人属性中除婚否外,其他属性对离职意图也有显著影响。推测组织承诺将极有可能是个人属性与离职意图间的中介变量,并且对内外控人格特质与离职意图之间的关系具有调节作用。     

美国经济衰退原因及前景预测

美国经济在经过短暂的衰退之后出现了复苏迹象,但对于美国经济的发展前景,仍然是众说纷纭.试从美国发生经济衰退的原因入手,详尽地分析现阶段影响美国经济运行的各种因素,并对美国经济未来的发展做出预测.     

Total Economic Consequences of an Influenza Outbreak in the United States

Pandemic influenza represents a serious threat not only to the population of the United States, but also to its economy. In this study, we analyze the total economic consequences of potential influenza outbreaks in the United States for four cases based on the distinctions between disease severity and the presence/absence of vaccinations. The analysis is based on data and parameters on influenza obtained from the Centers for Disease Control and the general literature. A state‐of‐the‐art economic impact modeling approach, computable general equilibrium, is applied to analyze a wide range of potential impacts stemming from the outbreaks. This study examines the economic impacts from changes in medical expenditures and workforce participation, and also takes into consideration different types of avoidance behavior and resilience actions not previously fully studied. Our results indicate that, in the absence of avoidance and resilience effects, a pandemic influenza outbreak could result in a loss in U.S. GDP of $25.4 billion, but that vaccination could reduce the losses to $19.9 billion. When behavioral and resilience factors are taken into account, a pandemic influenza outbreak could result in GDP losses of $45.3 billion without vaccination and $34.4 billion with vaccination. These results indicate the importance of including a broader set of causal factors to achieve more accurate estimates of the total economic impacts of not just pandemic influenza but biothreats in general. The results also highlight a number of actionable items that government policymakers and public health officials can use to help reduce potential economic losses from the outbreaks.     

The Roles of Group Membership, Beliefs, and Norms in Ecological Risk Perception

Variability in ecological risk perceptions was investigated by surveying members of four stakeholder groups commonly involved in environmental policy debates. Fifty-six individuals from government, industry, environmental, and general-public groups completed a risk-perception survey in which they evaluated 34 environmental hazards on 17 attributes and also evaluated the riskiness and acceptability of each hazard. In addition, participants reported their environmental beliefs and norms using Dunlap et al.'s revised New Ecological Paradigm Scale and modified versions of Schwartz's Awareness of Consequences and Personal Norms Scales. Group membership was predictive of participants' scores on the belief and norm scales. Factor analysis of attribute ratings (averaged across participants) revealed the anticipated three oblique factors: ecological impacts, scientific understanding, and aesthetic impacts. Factor patterns were very similar for the four stakeholder groups. Factors from the aggregate analysis were predictive of individuals' riskiness judgments, but these relationships were moderated by participants' group membership, beliefs, and norms. Compared to members of other groups, members of the general public placed less emphasis on ecological impacts and more emphasis on the other two factors when judging the ecological riskiness of hazards. To our knowledge, these results represent the first formal tests of interactions between hazard characteristics and participant characteristics in determining riskiness judgments, and illustrate how traditional psychometric analyses can be successfully coupled with individual-difference measures to improve the understanding of risk perception.     

The Influence of Trust and Perceptions of Risks and Benefits on the Acceptance of Gene Technology

A causal model explaining acceptance of gene technology was tested. It was hypothesized that trust in institutions using gene technology or using modified products has a positive impact on perceived benefit and a negative influence on perceived risk of this technology. Furthermore, perceived benefit and perceived risk determine acceptance of biotechnology. In other words, trust has an indirect influence on the acceptance of the technology. The postulated model was tested using structural equation modeling procedures and data from a random quota sample of 1001 Swiss citizens between 18 and 74 years old. Results indicated that the proposed model fits the data very well. The same causal model explains females' and males' acceptance of gene technology. Gender differences were found for the latent variables trust, perceived benefit, and acceptance of gene technology. Females indicated more trust, perceived less benefit, and demonstrated less acceptance than did males. No significant difference was observed for perceived risk. The implications of the results are discussed.