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Career development of women engineers: The role of self-efficacy and supports -barriers.

机译：女工程师的职业发展：自我效能感和支持障碍的作用。

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摘要

The purpose of this study was to explore factors influencing the career development of a culturally diverse group of women engineers. Specific issues addressed included: the role of self-efficacy and supports and barriers; how engineering self-efficacy is defined; the strategies that were used to negotiate race and gender within a male-dominated profession; and recommendations of ways to improve the engineering profession in order to increase women's career satisfaction and success. Participants were 26 women engineers, ranging in age from 25 to 48, including: 11 European Americans, 8 Native Americans, 5 Hispanics, and 2 African Americans.;Data were collected in two stages. Initially, participants completed a written questionnaire. Individual interviews were conducted several weeks later. Interviews were transcribed verbatim and analyzed using a modified version of the Consensual Qualitative Research model (Hill, Thompson, & Williams, 1997). Twenty-four participants reviewed and verified their analyzed transcripts. Additional validation of results was provided by triangulation of the qualitative and quantitative data.;Results revealed a complex reciprocal interaction between women engineers' self-efficacy and the supports and barriers they encountered during their career development. Personal, educational, and professional supports, particularly in the form of opportunities to gain direct career-related experience, led to increased self-efficacy, persistence, achievement, and higher level aspirations within engineering. Participants encountered multiple external barriers in the form of isolation, pressure to prove themselves and to fit into the male-dominated culture of engineering, and sexual or racial harassment and discrimination. Many participants perceived these barriers as challenges and gained increased self-efficacy as a result of overcoming them, particularly if they also received environmental supports. However, limited organizational supports and lack of career opportunities led to decreased self-efficacy among some participants. As a result they either adjusted their career aspirations downward or considered leaving the engineering profession.;Results of this study suggest the need for counseling, educational, and organizational interventions to address both individual and systemic barriers to women engineers' career satisfaction and success. Further research is needed concerning issues of diversity, supports and barriers, engineering self-efficacy, and cultural constructions of gender and power as they impact women's career development.
机译：这项研究的目的是探讨影响文化多样性的女工程师团队职业发展的因素。解决的具体问题包括：自我效能的作用以及支持和障碍；如何定义工程自我效能；在男性主导的职业中用于协商种族和性别的策略；并提出改善工程专业的方法，以提高女性的职业满意度和成功率。参与者是26名女工程师，年龄从25岁到48岁不等，其中包括：11名欧洲裔美国人，8名美国原住民裔，5名西班牙裔裔和2名非裔美国人。数据收集分两个阶段进行。最初，参与者完成了书面问卷。几周后进行了个人访谈。访谈被逐字记录，并使用共识定性研究模型的修改版进行分析（希尔，汤普森和威廉姆斯，1997年）。 24名参与者检查并验证了他们的分析成绩单。通过定性和定量数据的三角测量，对结果进行了进一步的验证。结果表明，女工程师的自我效能与她们在职业发展过程中遇到的支持和障碍之间存在复杂的相互关系。个人，教育和专业支持，尤其是获得直接与职业相关的经验的机会的形式，导致了自我效能，毅力，成就和更高的工程抱负。参加者遇到了各种外部障碍，包括孤立，证明自己和适应男性主导的工程文化以及性骚扰或种族骚扰和歧视的压力。许多参与者将这些障碍视为挑战，并通过克服这些障碍提高了自我效能，特别是如果他们也获得了环境支持。但是，有限的组织支持和缺乏职业机会导致一些参与者的自我效能下降。结果，他们要么调低了职业理想，要么考虑离开工程专业。研究结果表明，需要采取咨询，教育和组织干预措施，以解决女性工程师职业满意度和成功所面临的个人和系统性障碍。关于多样性，支持和障碍，工程自我效能以及影响妇女职业发展的性别和权力的文化建设，还需要进一步研究。

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  • 作者

    Tharp, Ann Marie.;

  • 作者单位

    University of Minnesota.;

  • 授予单位 University of Minnesota.;
  • 学科 School counseling.;Womens studies.;Labor relations.
  • 学位 Ph.D.
  • 年度 2002
  • 页码 319 p.
  • 总页数 319
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类
  • 关键词

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