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The role of gender, race and self-ef...

Hunter, Sandy L.

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The role of gender, race and self-efficacy in career choice for primarily male-oriented, primarily female-oriented and minority under-represented professions.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	The role of gender, race and self-efficacy in career choice for primarily male-oriented, primarily female-oriented and minority under-represented professions./
作者:	Hunter, Sandy L.
面頁冊數:	136 p.
附註:	Source: Dissertation Abstracts International, Volume: 66-12, Section: A, page: 4308.
Contained By:	Dissertation Abstracts International66-12A.
標題:	Education, Guidance and Counseling. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3198306
ISBN:	9780542426971

The role of gender, race and self-efficacy in career choice for primarily male-oriented, primarily female-oriented and minority under-represented professions.
Hunter, Sandy L.

The role of gender, race and self-efficacy in career choice for primarily male-oriented, primarily female-oriented and minority under-represented professions. - 136 p.

Source: Dissertation Abstracts International, Volume: 66-12, Section: A, page: 4308.

Thesis (Ph.D.)--University of Kentucky, 2005.

Workforces in the United States exhibit varying levels of equity between races/ethnicities and genders. However, because of a long history of institutionalized exclusionary and or discriminatory practices within at least some work settings, there must be an examination of the current levels of racial/ethnic and gender diversity within a number of occupations. Where apparent disparity exists, it is beneficial to examine the factors that lead to a person's choice to enter or not enter a particular occupation.

ISBN: 9780542426971Subjects--Topical Terms:

1017740
Education, Guidance and Counseling.

The role of gender, race and self-efficacy in career choice for primarily male-oriented, primarily female-oriented and minority under-represented professions.
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245 1 4 $a The role of gender, race and self-efficacy in career choice for primarily male-oriented, primarily female-oriented and minority under-represented professions.
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500 $a Source: Dissertation Abstracts International, Volume: 66-12, Section: A, page: 4308.
500 $a Director: Fred Danner.
502 $a Thesis (Ph.D.)--University of Kentucky, 2005.
520 $a Workforces in the United States exhibit varying levels of equity between races/ethnicities and genders. However, because of a long history of institutionalized exclusionary and or discriminatory practices within at least some work settings, there must be an examination of the current levels of racial/ethnic and gender diversity within a number of occupations. Where apparent disparity exists, it is beneficial to examine the factors that lead to a person's choice to enter or not enter a particular occupation.
520 $a Many factors influence decisions about career choice. One such factor is the level of a person's self-efficacy for learning and doing the duties of a given occupation. In the current study, twelve occupations were identified by the gender and racial/ethnic predominance of their workforces. It was impractical to present a detailed history of each of the twelve occupations utilized; therefore, emergency medical services (EMS), was used as the exemplar. Of particular interest in the current study was whether knowing someone who works in or who worked in an occupation significantly influenced self-efficacy for an occupation for females and racial/ethnic minority persons when there was a gender or racial/ethnic mismatch.
520 $a Four hundred and ninety-nine students (response rate of 40%) enrolled in two land grant universities in Kentucky were invited to anonymously participate in an Internet-based survey. Survey questions asked subjects to rate their confidence in their ability (efficacy) to learn and or do the duties related to the occupations listed. Responses were scaled from 0 (no confidence) to 9 (complete confidence).
520 $a The data indicate that females tend to have higher self-efficacy for occupations with predominantly female workforces; males tend to have higher self-efficacy for occupations with predominantly male workforces; and racial/ethnic minority persons tend to have less self-efficacy for occupations in which minorities are under-represented in the workforce(s). While gender and race/ethnicity did account for some of the variance in self-efficacy for occupations, knowing someone had a much stronger effect. It is this stronger effect of knowing someone that should be a focal point in worker recruitment and retention strategies. This appears to be true for males, females and or racial/ethnic minority persons.
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