The current study set out to highlight the voices and stories of 129 female-identifying assistant professors in Science, Technology, Engineering, and Mathematics (STEM) who responded to open-ended questions regarding their perceived barriers, supports, and experiences on their journey toward tenure. The current study utilized Consensual…

The study aims to shed light on whether mentoring may help protégés decrease their perception of job content plateaus. Based on the conservation of resources theory, career mentoring could be an effective resource in decreasing job content plateaus and alleviating the resulting emotional exhaustion. The study also proposes that perceived…

The moderating effects of biological gender on the relationships between mentoring and career attainment were explored among legal professionals. Research results indicated that male and female lawyers were equally likely to have senior male mentors. However, senior male mentors were associated with higher career attainment only for female…

Despite advances that women have made in organizations over the past century, women continue to be underrepresented in upper management positions. Based on a review of literature, six issues that women face when encountering the glass ceiling were examined. The goal of the current study involved having women who have succeeded at breaking the…

A survey of 466 women employed in retailing received 205 responses identifying (1) factors influencing the success and advancement of women in retailing and (2) how those factors differ for women in upper versus middle positions. Upper-level executives placed more importance on ambition and abilities; midlevel executives credited opportunity and…

The present study examines the relationship between four career success variables--salary, promotions, subjective career success, and job satisfaction--with experience as an informal mentor among employees of a health care organization. Regression results indicate that individuals who serve as a mentor to others report greater salary, greater…

Responses from 269 women administrators in the Cooperative Extension Service. Interviews with 10 indicated that 47% did not have mentors; 92.6% thought that mentoring was important for professional development; and 85% thought that mentor programs should be voluntary. (SK)

Reaction to career plateaus depends on the employee's resources as well as the organization's response. Counseling, training and development, job enrichment, and other activities can minimize the stressful effects of involuntary plateauing. (SK)

College administrators from department heads to presidents (159 men, 170 women) were interviewed. More women had mentors, especially female mentors, early in their professional careers and male mentors at the master's doctoral level. (SK)

Responses from 173 new staff and 756 promoted staff among 1,998 exempt employees, and from 993 of 3,858 nonexempt employees indicated that nonexempts with high aspirations were more committed to the organization/job and had higher career goals than new staff in supervisory positions. Results suggest that hourly workers eager for career development…

Mentoring programs provide benefits to mentors, proteges, and organizations, but not all organizations have such programs in place. In those that do, women's exclusion from informal networks limits their visibility and, in turn, their chances of acquiring a mentor. This poses a barrier to women's career advancement, as does the absence of female…

In Australia, a sample of 50 female and 52 male chief executive officers (CEOs) and 53 top women managers was drawn from a larger survey. Results showed interpersonal and organizational situation factors (such as female management hierarchy, personal encouragement) were more associated with women CEOs' status. Status was less related to…

The U.S. Postal Service offers an employee career development program based on Tiedeman's Lifecareer concept. Employees learn that up is not the only way, they are valued by the organization, and they are responsible for their own career development. (SK)

Lists the expectations that employers have for entry-level workers, as well as the skills needed to be promotable in the next century. Compares employers' expectations with a profile of student skills. Gives implications for school counselors. (CH)