Women in Nontraditional Occupations. Choice and Turnover. [Report No.: Rand/R-3106-FF

Autor/inn/en	Waite, Linda J.; Berryman, Sue E.
Institution	Rand Corp., Santa Monica, CA.
Titel	Women in Nontraditional Occupations. Choice and Turnover. [Report No.: Rand/R-3106-FF
Quelle	(1985), (98 Seiten) PDF als Volltext kostenfreie Datei Verfügbarkeit
Sprache	englisch
Dokumenttyp	gedruckt; online; Monographie
ISBN	0-8330-0638-X
Schlagwörter	Career Choice; Career Education; Employee Attitudes; Females; Labor Force; Labor Turnover; Life Style; Military Service; Nontraditional Occupations; Persistence; Secondary Education; Work Attitudes; Young Adults; Youth + Suchen Sie Ihr Suchwort? Arbeitslehre; Arbeitnehmerinteresse; Weibliches Geschlecht; Labour force; Arbeitskraft; Erwerbsbevölkerung; Lebensstil; Militärdienst; Non-traditional occupations; Alternatives Berufsfeld; Ausdauer; Sekundarbereich; Work attitude; Arbeitshaltung; Young adult; Junger Erwachsener; Jugend; Jugendlicher; Jugendalter
Abstract	A project was designed to identify factors that predispose young women to choose and remain in sex-atypical jobs in the military and in civilian firms. Data were from the National Longitudinal Survey of Youth Labor Market Behavior, a longitudinal study with annual interviews from 1979 through 1983 of youth between the ages of 14 and 21 in the first year. Two central hypotheses were that a woman who expects to allocate more time to the home is more likely to expect intermittent labor force participation and therefore selects a typically female occupation and that marital and child-bearing expectations will affect gender typicality of a woman's, but not of a man's, occupational choice. These hypotheses were confirmed. Higher ability women were more likely to plan labor force participation. Coming from a female-headed household increased daughters' labor force commitment and the chances they would choose traditionally male occupations. Little support was found for the hypotheses that being in a job traditional for one's sex affects turnover. Results showed general support for the hypotheses that the greater the mismatch between job characteristics and the individual's characteristics, the higher the probability of turnover and that the less attractive the job, the higher the probability of turnover. A nine-page bibliography concludes the document. (YLB)
Anmerkungen	Rand Corporation, 1700 Main Street, P.O. Box 2138, Santa Monica, CA 90406-2138 ($7.50).
Erfasst von	ERIC (Education Resources Information Center), Washington, DC
Update	2004/1/01