Family Status and Career Situation for Professional Women
Référence bibliographique 
Carrier, Sylvie. 1995. «Family Status and Career Situation for Professional Women ». Work, Employment and Society, vol. 9, no 2, p. 343-358.
Intentions : « This study will compare the career involvement and attainment of four groups of professional women: (1) single childless; (2) single with children; (3) partnered women; (4) partenered with children. In order to obtain a more complete picture, it will also test the influence of family status on other career outcomes, such as job satisfaction, work history and employment situation. » (p. 344)
Questions/Hypothèses : « According to current opinion, it is expected that women less involved on family (single and childless, married childless) will have higher earnings, higher job involvement, more hours at work, longer experience in their position and in their organisation, be employed in more challenging environments (such as private practice or private companies as compared to public services), and exhibit higher job satisfaction than women more involved in family (partenered with children, single with children). » (p. 344)
Échantillon/Matériau : - « The aim was to recruit a representative sample of women between 35 and 40 years of age practising in traditionally male professions. [...] this is the oldest group of professional women available in sufficient numbers to permit comparisons across family status. [...] Only members with current Quebec adresses were approached; the four lists contained 2019 eligible names. » (pp. 344-345) - « The retained sample totalled 1250 women. » (p. 347)
Instruments : - Questionnaire; - Job Involvement Questionnaire (Kanungo, 1982); - Index of Job Satisfaction (Brayfield and Rothe 1951).
Type de traitement des données : Analyse statistique
« The number of women in the workforce is steadily growing (Labour Canada 1990, Offerman and Gowing 1990), especially in the traditionally male professions. Between 1981 and 1986, the number of women in élite fields have increased 42 per cent in Canada, compared to a rise of only nine per cent for males in the same time period (Marshall 1989). As more and more women are graduating from male faculties (Statistics Canada 1990), the influx of women into predominantly male professions is not likely to constitute a transient phenomenon, but a permanent social change. This massive arrival of highly educated and talented women in the labour force represents unexpected manna for organisations: in an era of intense competition, they will enlarge the pool of potential candidates to fill middle and top managerial positions (Schwartz 1989). However, organisations have shown some reluctance to draw on the resources of these newcomers. In fact, it is increasingly acknowledge that women face gender-based barriers to upward mobility (Morrison and Von glinow 1990; Ragins and Sundstrom 1989). This study examines one of the barriers identified by Ragins and Sundstrom: negative role expectations about the current or prospective status of women as mothers. » (p. 343)