Differentiated career ecosystems: Toward understanding underrepresentation and ameliorating disparities in STEM

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review Pub Date : 2023-11-08 DOI:10.1016/j.hrmr.2023.101002

Narda R. Quigley , Kristin A. Broussard , Teresa M. Boyer , Seth Matthew Fishman , Noelle K. Comolli , Amanda M. Grannas , Adam R. Smith , Teresa A. Nance , Elizabeth M. Svenson , Kamil Vickers

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引用次数: 0

Abstract

Prior work has identified the career ecosystem as a metaphor that represents the multilevel forces influencing individual careers, with the assumption that all individuals experience the ecosystem similarly. We explore how the career ecosystem might be differentiated for different groups of actors within it because of varying cultural and systemic forces. We focus on STEM careers as an exemplar to understand the contextual factors contributing to the low representation and high occupational turnover of women and other underrepresented groups. Based on the career ecosystem metaphor, we develop a multilevel model linking societal, organizational, and occupational cultures with individual career decision making and behavior in the STEM context and show how the resilience of the career ecosystem is different based on gender and racial/ethnic identity. Additionally, we propose ways to interrupt the ecosystem's feedback loop to create a more resilient STEM career ecosystem for women and members of racial and ethnic minoritized groups.

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差异化的职业生态系统:了解STEM中的代表性不足和改善差异

先前的研究已经将职业生态系统定义为一个隐喻，它代表了影响个人职业生涯的多层次力量，并假设所有个人都经历了类似的生态系统。我们探讨了由于不同的文化和系统力量，职业生态系统如何对不同群体的参与者进行区分。我们将STEM职业作为一个范例，以了解导致女性和其他代表性不足群体的低代表性和高职业流动率的背景因素。基于职业生态系统隐喻，我们建立了一个多层次的模型，将社会、组织和职业文化与STEM背景下的个人职业决策和行为联系起来，并展示了职业生态系统的弹性如何基于性别和种族/民族身份而不同。此外，我们提出了中断生态系统反馈循环的方法，为女性和种族和少数民族群体成员创造一个更具弹性的STEM职业生态系统。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Human Resource Management Review MANAGEMENT-

CiteScore

20.20

自引率

7.00%

发文量

审稿时长

48 days

期刊介绍： The Human Resource Management Review (HRMR) is a quarterly academic journal dedicated to publishing scholarly conceptual and theoretical articles in the field of human resource management and related disciplines such as industrial/organizational psychology, human capital, labor relations, and organizational behavior. HRMR encourages manuscripts that address micro-, macro-, or multi-level phenomena concerning the function and processes of human resource management. The journal publishes articles that offer fresh insights to inspire future theory development and empirical research. Critical evaluations of existing concepts, theories, models, and frameworks are also encouraged, as well as quantitative meta-analytical reviews that contribute to conceptual and theoretical understanding. Subject areas appropriate for HRMR include (but are not limited to) Strategic Human Resource Management, International Human Resource Management, the nature and role of the human resource function in organizations, any specific Human Resource function or activity (e.g., Job Analysis, Job Design, Workforce Planning, Recruitment, Selection and Placement, Performance and Talent Management, Reward Systems, Training, Development, Careers, Safety and Health, Diversity, Fairness, Discrimination, Employment Law, Employee Relations, Labor Relations, Workforce Metrics, HR Analytics, HRM and Technology, Social issues and HRM, Separation and Retention), topics that influence or are influenced by human resource management activities (e.g., Climate, Culture, Change, Leadership and Power, Groups and Teams, Employee Attitudes and Behavior, Individual, team, and/or Organizational Performance), and HRM Research Methods.