The current research empirically examined the developmental networks of female workers and how the network configurations influence their subjective career success, with particular attention to the gender and status composition of the network along with other network characteristics. Data from 427 female workers with a college degree or higher in…

We explored the relationships between the experience of work-family conflict and levels of distress in the family and at work among a sample of 227 Israeli working mothers. We also examined how role set density (RSD, the number of roles they perform) and personal and environmental resources are related to the women's experience of distress.…

Married couples consisting of female breadwinners and male primary caretakers are increasing in prevalence and visibility. However, little is known about the experiences of these families, particularly about salient challenges and dynamics related to this work-family arrangement. Through inductive qualitative analysis, the current study…

This study explores the relevance of the Kaleidoscope Career Model (KCM) to women's later life career development. Qualitative interview data were gathered from 14 women in both the "truly" late career and bridge employment periods using a longitudinal design. The relevance of authenticity, balance, and challenge--central parameters in the KCM--is…

Professional women with children are inundated with conflicting messages about how to manage their careers and personal lives and whether they should "opt in" or "opt out" of the workforce. Using in-depth interviews with 23 professional women, this study focused on the career choices that women make after having children. The authors found that…

Describes an outplacement program for hourly women workers that assisted participants in identifying skills, interests, and values; identified community resources; taught job hunting skills; and encouraged participation in a support group. (JOW)

When 96 of 220 women in nontraditional occupations and 100 of 300 in traditional occupations completed self-efficacy scales, results showed employed women do have higher self-efficacy for working with people than with things. Among the differences between the two groups, traditional women had higher self-efficacy for serving and helping,…

Interviews with 10 women employed in trades revealed four significant factors in the choice of nontraditional occupations: perceived innate ability, strong sense of self, desire for independence, and role models, especially family. Formal career education/counseling was not a factor. Contrary to previous studies, only 3 of the 10 were firstborn or…

Dual-career women (n=197) completed assessments of career attitudes, dyadic adjustment, and family adaptability and cohesion. Cohesion in the early life-cycle and adaptability in the late life-cycle were significant predictors of job satisfaction. Satisfaction increased as each life-cycle stage progressed. (Contains 25 references.) (SK)

Focus group data from 26 nonmanagerial women indicated that they often adapted their career goals due to life circumstances. Family responsibilities, job security, and organizational support systems (e.g., job flexibility, tuition reimbursement, mentoring) influenced career success and satisfaction. (Contains 29 references.) (SK)

Of a group of 165 female university support staff, 116 completed the Career Success Map Questionnaire identifying career orientation. Interviews with 20 subjects indicated that (1) none desired hierarchical advancement; (2) most placed family above work; (3) they liked challenging, varied work; (4) on-the-job social contact was motivating; and (5)…

Counseling reentry dual-career women using a cognitive development framework begins at the individual's level of cognitive functioning and assists in the creation of new cognitive frameworks within the context of sex-role socialization and gender bias. The goal is a new self-concept, awareness of multiple roles, and effective coping skills. (SK)

In a study of 173 employed women, family environment predicted four areas of job satisfaction: present work, pay, supervisor, and job in general. There was a correspondence between values related to family and to job and between abilities expressed in the family environment and in work. Social forces impinged on job satisfaction. (SK)

Analysis of the life history of a rural woman who left home to pursue an urban career yields insights into the ways in which home and memories of home can support women's career development over the lifespan and prepare them for the emotional and financial difficulties of transition. (Contains 26 references.) (SK)

Occupational stressors of clergy are identified, such as ambiguity about role and function on the job as well as work load. Stress producers such as role conflict and responsibility, sex roles, communication difficulties, and working conditions are examined. (CT)