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This qualitative exploratory study investigated the career development experiences, concerns, and interests of hourly employees. The study, conducted in the USA, focused on satisfaction with work and careers and the potential role of career development activities in enhancing work life. Results revealed a range of needs and perspectives regarding career development and reinforced the importance of conducting further studies with this key population. While workplace research typically has highlighted managers and executives, hourly employees are essential to organizational output. Therefore organizations are urged to devote more attention to the career development of these often‐overlooked employees.

During the past two decades, an increasing amount of research has focused on career progress for women; however, gender has been the main focus of study, with the aspect of race rarely mentioned. In response, recent studies have begun to refute the implicit assumption that references to “women” in such research include all women, and that the experiences of all women are similar. This preliminary study focuses on the life and career experiences of a group of black women managers and administrators, exploring factors they identify as having impacted their career progress. Interviews and focus groups were used to gather data. Discusses ideas for additional research and implications for organizations interested in fostering a more supportive environment for women of colour.

The purpose of this study is to address an under‐represented aspect of the literature on gender and work – how Black and White women managers perceive the influence of racism in the workplace.

Data were gathered using a survey instrument and compared using χ² analyses. Theoretical constructs of aversive racism, White racial identity, and White privilege frame the discourse and the proposed model.

Compared to their White counterparts, more Black respondents perceived racism in their workplaces, were supportive of affirmation action, and saw racial as well as gender disparities in work effort required for success. In contrast, many White participants did not perceive workplace racism, saw little need for affirmative action initiatives, and seemed to hold an illusion of equity regarding work effort.

One is a small response percentage for Black participants. Two, members of the organizations selected may not be representative of the general population. Future research should be conducted within organizations and include other under‐represented groups to guide organizational responses to combined race/ethnicity and gender concerns.

Even well‐meaning White women may be perpetuating racial inequities and inadvertently hurting their sisters of color by not acknowledging the pervasive influence of race on gender experience. Similarly, if organizations address only gender issues and do not acknowledge the additional constraints of race for women of color, careers of talented women and organizations that need their expertise will suffer.

The perceptions of racism model suggests potential antecedents for the illusion of equity perceived by White respondents.

Although the proportion of women entering management has increased greatly in the last two decades, their subsequent promotion into executive positions has not materialized. Explores how management development training may impede women′s progress. Examines factors that may hinder women′s opportunities to advance into upper management (and, consequently, to contribute to the success of their organizations). Also looks at research on gender issues in the academic classroom and how this literature relates to management development training. Discusses implications and recommendations to consider when training and developing women managers and provides an agenda for further research on potential gender bias in managerial training and development opportunities.

Construction remains a male-dominated industry with marked occupational segregation. Based on Gottfredson’s Circumscription and Compromise theory of career development, the purpose of this study is to outline the range of occupational alternatives that Building Engineering students in Andalusia (Spain) find acceptable for their future careers. These alternatives enable an analysis to be performed regarding the extent to which such segregation is related to their possible career aspirations.

A sample of 704 Spanish final-year Building Engineering students was drawn from a survey administered in person to all students attending each compulsory subject. A cluster statistical analysis was carried out to study how they are grouped according to their occupational preferences and perceived career barriers.

Men might choose their career options with a low level of compromise, and their range of satisfactory occupations corresponds to their main preferences: “Technical project drafting and development”, “Technical site management” and “Production site management”. Women, showing a higher perception of career barriers, have to exercise a higher compromise on their preferred options. They are likely to sacrifice their field of interest for the sake of prestige and are more likely than men to give up prestige to preserve options more closely related to their gender such as “Technical project drafting and development” and “Risk prevention and Health and Safety”. “Technical site management” shows the greatest perceived barriers, but its high preference level and the associated prestige render it likely to form part of the range of career aspirations for women. The employment options that women and men aspire to are more similar while they are still at university than when they later join the labour market. It is concluded that occupational segregation is a complex phenomenon that must be addressed from different perspectives. The responsibility of the business community is highlighted, and the implementation of actions in higher education is suggested.

The research contributes to the career development body of knowledge in male-dominated and gender-segregated occupational fields within STEM (Science, Technology, Engineering and Mathematics). The focus is on the Building Engineering profession which remains largely under-researched

By relying on a sustainable career perspective and recent studies on senior employees’ late career phase, this study aims to examine senior (50+) nurses’ late career narratives in the context of extending retirement age. Given the current global nursing shortage, there is a pressing need to find ways on how to promote longer and sustainable careers in the health-care field. Yet, there is limited knowledge about the extended late career phase of senior nurses.

Empirical data were derived from 22 interviews collected among senior (50+) nursing professionals working in a Finnish university hospital. The qualitative interview data were analysed using a narrative analysis method. As a result of the narrative analysis, four career narratives were constructed.

The findings demonstrated that senior nurses’ late career narratives differed in terms of late career aspirations, constraints, mobility and active agency of one’s own career. The identified career narratives indicate that the building blocks of sustainable late careers in the context of extending retirement age are diverse.

The qualitative interview data were restricted to senior nurses working in one university hospital. Interviews were conducted on site and some nurses were called away leaving some of the interviews shorter than expected.

To support sustainable late careers requires that attention be based on the whole career ecosystem covering individual, organizational and societal aspects and how they are intertwined together.

So far, few studies have investigated the extended late career phase of senior employees in the context of a changing career landscape.

This paper explores four works of contemporary fiction to illuminate formal and informal regulation of sex. The paper’s co-authors frame analysis with the story of their creation of a transdisciplinary course, entitled “Regulating Sex: Historical and Cultural Encounters,” in which students mined literature for social critique, became immersed in the study of law and its limits, and developed increased sensitivity to power, its uses, and abuses. The paper demonstrates the value theoretically and pedagogically of third-wave feminisms, wild zones, and contact zones as analytic constructs and contends that including sex and sexualities in conversations transforms personal experience, education, society, and culture, including law.

We investigate how different cognitive conceptualizations of reference point and tax withholdings jointly influence aggressive tax filing. We utilize a field study with responses captured from actual taxpayers immediately after filing their returns. Consistent with both prospect theory and mental accounting perspectives, we hypothesize and find evidence that more aggressive filing decisions depend on mental categorization of whether taxpayers expect a tax refund or owe additional taxes relative to their expected asset position (EAP). We find a joint and additive impact of EAP with a cognitive link made between taxes and the categorization of amounts owed. Our findings suggest that more aggressive filing behavior is found in taxpayers in a tax loss position relative to their EAP and in those that do not separately categorize taxes owing from their own resources. By highlighting the importance of EAP and the cognitive separation of taxes owed, we provide insight for revenue agencies to use cognitive framing strategies to mitigate aggressive taxpayer behavior. The cognitive framing of EAP may be influenced by the use of installment payments and tax withholdings, but also may be affected by communications that alter taxpayers' expectations of taxes owed.

We examined the role gender plays in managerial stereotypes and changes that have occurred in the US for executive women in the workforce. We also investigated factors and personality traits that affect advancement into upper management for all executives and those that affect women in particular. Despite increased organisational sensitivity, public policies, and equal rights legislation, women continue to be underrepresented in corporate America. Pay increases and promotions for females have not kept pace with those for men. Study results also indicate that managerial womenwho juggle jobs and family life benefit from these multiple roles, but women who put off marriage and family to build top‐level careers suffer in later years from greatly reduced chances of finding spouses and having children. Further adaptation of organisational culture in the new economy, weakening of the glass ceiling phenomenon, and family friendly work policies may alleviate some of the difficulties experienced by women who want it all.