Rachel A. August

Women's Later Life Career Development: Looking through the Lens of the Kaleidoscope Career Model.

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 explored, along with the particular meanings associated with those parameters. Results demonstrate that all three parameters have relevance for older working women. In addition, as compared to studies of younger women, there were several unique meanings associated with the idea of authenticity. To a somewhat lesser extent, this was also the case with balance. The meanings of challenge were notably more consistent with those found in younger samples. Practical implications of considering the KCM parameters in reference to employee retention, combating stereotypes pertaining to age, and meeting older employees’ needs for fulfilling work are also described.

Work‐family conflict: a study of lesbian mothers

Purpose – Among the most consistent predictors of work‐family conflict for working parents are the number of hours worked, job role autonomy, and degree of support managers offer parents. Yet, little is known about the unique work experiences of lesbian women in terms of work‐family conflict. This paper seeks to identify correlates of work‐family conflict, specifically work interference with family (WIF), among lesbian mothers and identifies the role that being “out” at work plays in their experience of WIF.Design/methodology/approach – A survey of 58 working lesbian mothers engaged in long‐term, same‐sex relationships that they categorized as a family was used to collect data on constructs related to work‐family conflict and related variables. The vast majority of the sample were managers or professionals.Findings – Analyses indicate that increased job role autonomy, fewer hours worked, and increased managerial support are associated with less overall WIF. Additionally, the extent to which participants a...

The Korean Government’s role in women’s career growth

The need for greater representation of women in the Korean workforce is a critical issue, as evidenced by the scarcity of women in managerial positions. Women make up only 7 per cent of the managerial and executive workforce. Using the notion of opportunity structures, suggests that the Korean Government has played a key role in limiting the progress of Korean women workers. Examines that role empirically via a sample of employed Korean women. The data indicate that some government acts, such as ratification of laws including a quota system and maternity leave, have expanded Korean women’s career opportunities. Yet the lack of numerous other laws including those promoting equal employment opportunities, equal pay, denouncing sexual harassment, and more, have limited women’s opportunities. Highlights the Korean Government’s role in women’s career growth and discuss actions the Government could take to increase women’s opportunities and enable them to reach managerial levels.

Women's retirement meanings: context, changes, and organizational lessons

Purpose – This paper seeks to identify the meanings associated with retirement for a longitudinal sample of women immediately prior to and following their official retirement. Contextual factors which shape those meanings are also described.Design/methodology/approach – In‐depth interviews, based on a series of interview guides were conducted with a sample of 14 women in their pre‐ and post‐retirement years. The data were coded using a grounded theory approach and typology classification schemes.Findings – Retirement was alternately conceptualized as a new period of life affording freedoms and growth, as a natural final phase, as a frightening period due to losses, and/or as a pinnacle of accomplishment or relief. The contextual influences of family, friends, and unique attributes of ones profession (e.g. having jobs with transferrable skills and/or having physically demanding jobs) help create meanings. Finally, meanings were found to shift over time in concert with changing contexts.Research limitation...

Understanding Career Readiness in College Student-Athletes and Identifying Associated Personal Qualities

The extent to which college student-athletes are prepared to enter the workforce upon graduation is an important concern to universities, the National Collegiate Athletic Association, and to many college student-athletes themselves. In this interview study of 18 college student-athletes from 12 sports at a Division I university, the features and extent of career readiness are identified as well as the personal qualities associated with career readiness. Given the criterion established for identifying levels of career readiness, seven participants were classified as career ready, three were semi-career ready, and eight were minimally or not career ready. Further, four personal qualities distinguished athletes who are career ready from those who are not. Those qualities were optimism, resilience, adaptivity, and their recognition of crossover skills, that is, skills, knowledge, and personal strengths required for both sports and work domains. Implications for training student-athletes in positive personal qualities and recognizing crossover skills are discussed.