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Career Reentry and the Kaleidoscope ...

Knowles, Jennifer.

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Career Reentry and the Kaleidoscope Career Model: Experiences of High Achieving Professional Women Reentering the Workforce After Opting Out.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Career Reentry and the Kaleidoscope Career Model: Experiences of High Achieving Professional Women Reentering the Workforce After Opting Out./
作者:	Knowles, Jennifer.
出版者:	Ann Arbor : ProQuest Dissertations & Theses, : 2017,
面頁冊數:	186 p.
附註:	Source: Dissertation Abstracts International, Volume: 79-05(E), Section: A.
Contained By:	Dissertation Abstracts International79-05A(E).
標題:	Organizational behavior. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=10636944
ISBN:	9780355605273

Career Reentry and the Kaleidoscope Career Model: Experiences of High Achieving Professional Women Reentering the Workforce After Opting Out.
Knowles, Jennifer.

Career Reentry and the Kaleidoscope Career Model: Experiences of High Achieving Professional Women Reentering the Workforce After Opting Out. - Ann Arbor : ProQuest Dissertations & Theses, 2017 - 186 p.

Source: Dissertation Abstracts International, Volume: 79-05(E), Section: A.

Thesis (Ph.D.)--Colorado State University, 2017.

The purpose of this study was to examine the experiences of career reentry of high achieving professional women who had opted out of the workforce after having children. The theoretical framework was based on the Kaleidoscope Career Model of Mainiero and Sullivan, and its parameters of authenticity, balance, and challenge. The research indicated that most professional women did not willingly leave the workforce after having children. Instead, due to family pulls and workplace pushes, they felt like they had no other option.

ISBN: 9780355605273Subjects--Topical Terms:

516683
Organizational behavior.

Career Reentry and the Kaleidoscope Career Model: Experiences of High Achieving Professional Women Reentering the Workforce After Opting Out.
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300 $a 186 p.
500 $a Source: Dissertation Abstracts International, Volume: 79-05(E), Section: A.
500 $a Adviser: Gene Gloeckner.
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520 $a The purpose of this study was to examine the experiences of career reentry of high achieving professional women who had opted out of the workforce after having children. The theoretical framework was based on the Kaleidoscope Career Model of Mainiero and Sullivan, and its parameters of authenticity, balance, and challenge. The research indicated that most professional women did not willingly leave the workforce after having children. Instead, due to family pulls and workplace pushes, they felt like they had no other option.
520 $a While the main focus of the study revolved around the experiences of high achieving professional women reentering the workforce, reasons why these women opted out as well as their experiences while opted out were also examined to fully understand the phenomenon. Although there is considerable research as to why women opt out, minimal research exists on their experiences while opted out and their career reentry experiences. The participants studied were eight high achieving professional women who had successfully reentered the workforce after opting out. They were married, had attended graduate school, and had been in professional careers prior to opting out. In-depth interviews and life histories were conducted.
520 $a Data were analyzed using Clarke's situational analysis method, and the story of these women was told through the composite woman. Three types of maps were used to help analyze the data: situational maps, both messy and ordered, social world/arena maps, and positional maps. While Clarke's maps are typically used for the hard sciences, they were beneficial for this social science study. Modifications to the maps were made and the differences are discussed. The Kaleidoscope Career Self-Assessment Inventory (KCSI) was also given to the participants to better understand which parameter of authenticity, balance, and challenge was given the most focus.
520 $a Rich results were added to the existing research. Flexibility was critical for the composite woman to successfully reenter the workforce. She faced challenges reentering and was offered a lower salary. Balance became a daily struggle. She strived to achieve authenticity, while putting the least emphasis on challenge. Understanding why she left the workforce, her experiences while she was opted out, as well as her struggles to successfully reenter the workforce provides valuable information for organizations, human resource professionals, those who create government policies, as well as women who have opted out. New models were created to provide a framework on how to succeed during these three stages: decision to opt out, experiences while opted out, and career reentry experiences. Creating a more equitable and flexible work environment would result in inching closer to breaking the glass ceiling by reducing the prevalence of opting out.
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