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Research paper thumbnail of Making sense of women as career self‐agents: Implications for human resource development

Human Resource …, Jan 1, 2009

In this article, we explore the shifting career paradigm of managerial women in the United States... more In this article, we explore the shifting career paradigm of managerial women in the United States, what it may indicate for the broader professional workforce, and human resource development's (HRD's) role in supporting that change. We examine the literature on evolving career definitions, women's place in that evolution, the rising use of flexible work arrangements (FWAs), and the evolving work goals of women. Findings from our survey of 389 managerial women indicate that they are using FWAs as support mechanisms to enable them to enact their career goals and stay in the workforce. We invite HRD professionals to interpret women's career choices as a signal that the conventional career model with its attending organizational practices and culture is outdated and no longer meets the needs of today's managerial women and of the U.S. workforce in general. We recommend actions HRD professionals can take to move their organization's culture to one that supports career self-agency as a way of attracting and retaining critical talent in the 21st century.

Research paper thumbnail of Critical trends and shifts in the mentoring experiences of professional women

Center for Gender in Organizations (CGO), …, Jan 1, 2003

Research paper thumbnail of Matching by race and gender in mentoring relationships: Keeping our eyes on the prize

Journal of Social …, Jan 1, 2011

This study examined the extent to which science, technology, engineering, and math (STEM) student... more This study examined the extent to which science, technology, engineering, and math (STEM) students reported having had mentors of their own race and gender and the extent to which they have adopted the idea that matching by race and gender matters. The study also documented the effects of race and gender matching on three academic outcomes, self-reported grade point average, efficacy, and confidence, based on data collected from 1,013 undergraduate and graduate students and postdoctoral scholars actively participating in MentorNet's online community. Analyses indicated that having a mentor of one's own gender or race was felt to be important by many students, especially women and students of Color. Students who had a mentor of their own gender or race reported receiving more help, but matching by race or gender did not affect academic outcomes. Key findings are discussed in terms of implications for future research and mentoring in the STEM fields.

Research paper thumbnail of Interorganizational formal mentoring: Breaking the concrete ceiling sometimes requires support from the outside

Human Resource …, Jan 1, 2008

Research paper thumbnail of Confronting Career Double Binds Implications for Women, Organizations, and Career Practitioners

Journal of Career …, Jan 1, 2008

Over the past decade, practitioners and scholars have struggled to explain women's career choices... more Over the past decade, practitioners and scholars have struggled to explain women's career choices. The current language, including "opting out," "on and off ramping," and "mommy track," is not only inadequate but assumes a deviation from an accepted norm. We challenge the relevance of the paradigm against which women are being judged, namely, the psychological contract that exchanged lifelong employment for "work is primary" commitment. Given organizations' evolving need for agility, organizations no longer offer job security. We propose that, in response, women are rejecting the outdated career model based on stable employment and instead are enacting an updated "we are selfemployed" model. Being at the leading edge of career self-agency, women face a double bind that is exacerbated by persistent socialized gendered schemas. We explore the shift in career paradigms, what organizations and women have done to date, and the implications in addressing the double bind going forward.

Research paper thumbnail of Unfinished business: The impact of race on understanding mentoring relationships

Research paper thumbnail of Gender barriers to the female mentor–male protégé relationship

Journal of Business Ethics, Jan 1, 2002

This paper explores gender barriers to the formation of the female mentor -male protégé relations... more This paper explores gender barriers to the formation of the female mentor -male protégé relationship. The authors consider both physiological as well as social gender as a way to help understand the scarcity of these relationships. A number of gender-related factors are considered, including organizational demographics, relational demography, sexual liaisons, gender stereotypes, gender behaviors, and power dynamics. The paper concludes with directions for future research that will help provide further insights into the development and success of the female mentor -male protégé relationship.

Research paper thumbnail of The costs of living as an outsider within: An analysis of the mentoring relationships and career success of black and white women in the corporate sector

Journal of Career Development, Jan 1, 1999

Research paper thumbnail of Taking a hard look at formal mentoring programs: A consideration of potential challenges facing women

Journal of Management Development, Jan 1, 2001

Research paper thumbnail of Making sense of women as career self‐agents: Implications for human resource development

Human Resource …, Jan 1, 2009

In this article, we explore the shifting career paradigm of managerial women in the United States... more In this article, we explore the shifting career paradigm of managerial women in the United States, what it may indicate for the broader professional workforce, and human resource development's (HRD's) role in supporting that change. We examine the literature on evolving career definitions, women's place in that evolution, the rising use of flexible work arrangements (FWAs), and the evolving work goals of women. Findings from our survey of 389 managerial women indicate that they are using FWAs as support mechanisms to enable them to enact their career goals and stay in the workforce. We invite HRD professionals to interpret women's career choices as a signal that the conventional career model with its attending organizational practices and culture is outdated and no longer meets the needs of today's managerial women and of the U.S. workforce in general. We recommend actions HRD professionals can take to move their organization's culture to one that supports career self-agency as a way of attracting and retaining critical talent in the 21st century.

Research paper thumbnail of Critical trends and shifts in the mentoring experiences of professional women

Center for Gender in Organizations (CGO), …, Jan 1, 2003

Research paper thumbnail of Matching by race and gender in mentoring relationships: Keeping our eyes on the prize

Journal of Social …, Jan 1, 2011

This study examined the extent to which science, technology, engineering, and math (STEM) student... more This study examined the extent to which science, technology, engineering, and math (STEM) students reported having had mentors of their own race and gender and the extent to which they have adopted the idea that matching by race and gender matters. The study also documented the effects of race and gender matching on three academic outcomes, self-reported grade point average, efficacy, and confidence, based on data collected from 1,013 undergraduate and graduate students and postdoctoral scholars actively participating in MentorNet's online community. Analyses indicated that having a mentor of one's own gender or race was felt to be important by many students, especially women and students of Color. Students who had a mentor of their own gender or race reported receiving more help, but matching by race or gender did not affect academic outcomes. Key findings are discussed in terms of implications for future research and mentoring in the STEM fields.

Research paper thumbnail of Interorganizational formal mentoring: Breaking the concrete ceiling sometimes requires support from the outside

Human Resource …, Jan 1, 2008

Research paper thumbnail of Confronting Career Double Binds Implications for Women, Organizations, and Career Practitioners

Journal of Career …, Jan 1, 2008

Over the past decade, practitioners and scholars have struggled to explain women's career choices... more Over the past decade, practitioners and scholars have struggled to explain women's career choices. The current language, including "opting out," "on and off ramping," and "mommy track," is not only inadequate but assumes a deviation from an accepted norm. We challenge the relevance of the paradigm against which women are being judged, namely, the psychological contract that exchanged lifelong employment for "work is primary" commitment. Given organizations' evolving need for agility, organizations no longer offer job security. We propose that, in response, women are rejecting the outdated career model based on stable employment and instead are enacting an updated "we are selfemployed" model. Being at the leading edge of career self-agency, women face a double bind that is exacerbated by persistent socialized gendered schemas. We explore the shift in career paradigms, what organizations and women have done to date, and the implications in addressing the double bind going forward.

Research paper thumbnail of Unfinished business: The impact of race on understanding mentoring relationships

Research paper thumbnail of Gender barriers to the female mentor–male protégé relationship

Journal of Business Ethics, Jan 1, 2002

This paper explores gender barriers to the formation of the female mentor -male protégé relations... more This paper explores gender barriers to the formation of the female mentor -male protégé relationship. The authors consider both physiological as well as social gender as a way to help understand the scarcity of these relationships. A number of gender-related factors are considered, including organizational demographics, relational demography, sexual liaisons, gender stereotypes, gender behaviors, and power dynamics. The paper concludes with directions for future research that will help provide further insights into the development and success of the female mentor -male protégé relationship.

Research paper thumbnail of The costs of living as an outsider within: An analysis of the mentoring relationships and career success of black and white women in the corporate sector

Journal of Career Development, Jan 1, 1999

Research paper thumbnail of Taking a hard look at formal mentoring programs: A consideration of potential challenges facing women

Journal of Management Development, Jan 1, 2001