Kevin A. Hoff , Kenneth E. Granillo-Velasquez , Alexis Hanna , Mike Morris , Hannah S. Nelson , Frederick L. Oswald
{"title":"感兴趣并有工作?一项关于基本利益和就业方面性别差异的全国性研究","authors":"Kevin A. Hoff , Kenneth E. Granillo-Velasquez , Alexis Hanna , Mike Morris , Hannah S. Nelson , Frederick L. Oswald","doi":"10.1016/j.jvb.2023.103942","DOIUrl":null,"url":null,"abstract":"<div><p><span>Research on vocational interests has played an important role in understanding workforce gender disparities. However, current understanding about gender differences in interests is primarily limited to broad RIASEC interest categories that average together differences in narrower interest scales. This study took a refined approach to examine gender differences in 30 </span><em>basic vocational interests</em> (e.g., medical science, management, social science) using a very large and diverse U.S. sample (<em>N</em> = 1,283,110). Results revealed that gender differences in basic interests are more complex than what can be captured using broad interests alone. There was meaningful variability in the pattern of mean gender differences across basic interests, even those related to the same RIASEC category. Turning to the labor market, we found that gender differences in basic interests showed high convergence with men and women's employment rates in corresponding occupations (<em>r =</em> 0.66). Despite this convergence, there were also discrepancies such that women's actual employment fell short of interest-based predictions in many high-status occupations and in jobs that involve working with tools and machinery. In contrast, fewer men were employed in prosocial occupations than predicted based on their interests. Finally, we examined how gender differences in basic interests varied across intersecting age, ethnicity, and education subgroups. The most striking finding was that gender differences in interests were considerably larger at lower education levels, pointing to specific educational tracks where applied initiatives might have the greatest impact in improving gender representation in the workforce.</p></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":null,"pages":null},"PeriodicalIF":5.2000,"publicationDate":"2023-11-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":"{\"title\":\"Interested and employed? A national study of gender differences in basic interests and employment\",\"authors\":\"Kevin A. Hoff , Kenneth E. Granillo-Velasquez , Alexis Hanna , Mike Morris , Hannah S. Nelson , Frederick L. Oswald\",\"doi\":\"10.1016/j.jvb.2023.103942\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"<div><p><span>Research on vocational interests has played an important role in understanding workforce gender disparities. However, current understanding about gender differences in interests is primarily limited to broad RIASEC interest categories that average together differences in narrower interest scales. This study took a refined approach to examine gender differences in 30 </span><em>basic vocational interests</em> (e.g., medical science, management, social science) using a very large and diverse U.S. sample (<em>N</em> = 1,283,110). Results revealed that gender differences in basic interests are more complex than what can be captured using broad interests alone. There was meaningful variability in the pattern of mean gender differences across basic interests, even those related to the same RIASEC category. Turning to the labor market, we found that gender differences in basic interests showed high convergence with men and women's employment rates in corresponding occupations (<em>r =</em> 0.66). Despite this convergence, there were also discrepancies such that women's actual employment fell short of interest-based predictions in many high-status occupations and in jobs that involve working with tools and machinery. In contrast, fewer men were employed in prosocial occupations than predicted based on their interests. Finally, we examined how gender differences in basic interests varied across intersecting age, ethnicity, and education subgroups. The most striking finding was that gender differences in interests were considerably larger at lower education levels, pointing to specific educational tracks where applied initiatives might have the greatest impact in improving gender representation in the workforce.</p></div>\",\"PeriodicalId\":51344,\"journal\":{\"name\":\"Journal of Vocational Behavior\",\"volume\":null,\"pages\":null},\"PeriodicalIF\":5.2000,\"publicationDate\":\"2023-11-21\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"0\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Journal of Vocational Behavior\",\"FirstCategoryId\":\"102\",\"ListUrlMain\":\"https://www.sciencedirect.com/science/article/pii/S0001879123001021\",\"RegionNum\":1,\"RegionCategory\":\"心理学\",\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q1\",\"JCRName\":\"PSYCHOLOGY, APPLIED\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Journal of Vocational Behavior","FirstCategoryId":"102","ListUrlMain":"https://www.sciencedirect.com/science/article/pii/S0001879123001021","RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"PSYCHOLOGY, APPLIED","Score":null,"Total":0}
Interested and employed? A national study of gender differences in basic interests and employment
Research on vocational interests has played an important role in understanding workforce gender disparities. However, current understanding about gender differences in interests is primarily limited to broad RIASEC interest categories that average together differences in narrower interest scales. This study took a refined approach to examine gender differences in 30 basic vocational interests (e.g., medical science, management, social science) using a very large and diverse U.S. sample (N = 1,283,110). Results revealed that gender differences in basic interests are more complex than what can be captured using broad interests alone. There was meaningful variability in the pattern of mean gender differences across basic interests, even those related to the same RIASEC category. Turning to the labor market, we found that gender differences in basic interests showed high convergence with men and women's employment rates in corresponding occupations (r = 0.66). Despite this convergence, there were also discrepancies such that women's actual employment fell short of interest-based predictions in many high-status occupations and in jobs that involve working with tools and machinery. In contrast, fewer men were employed in prosocial occupations than predicted based on their interests. Finally, we examined how gender differences in basic interests varied across intersecting age, ethnicity, and education subgroups. The most striking finding was that gender differences in interests were considerably larger at lower education levels, pointing to specific educational tracks where applied initiatives might have the greatest impact in improving gender representation in the workforce.
期刊介绍:
The Journal of Vocational Behavior publishes original empirical and theoretical articles offering unique insights into the realms of career choice, career development, and work adjustment across the lifespan. These contributions are not only valuable for academic exploration but also find applications in counseling and career development programs across diverse sectors such as colleges, universities, business, industry, government, and the military.
The primary focus of the journal centers on individual decision-making regarding work and careers, prioritizing investigations into personal career choices rather than organizational or employer-level variables. Example topics encompass a broad range, from initial career choices (e.g., choice of major, initial work or organization selection, organizational attraction) to the development of a career, work transitions, work-family management, and attitudes within the workplace (such as work commitment, multiple role management, and turnover).