the effect of gender-stereotypes on explicit and implicit career preferences
DESCRIPTION
The Effect of Gender-Stereotypes on Explicit and Implicit Career Preferences. Reuma Gadassi and Itamar Gati Hebrew University of Jerusalem Presented at the International Counseling Psychology Conference Chicago, March 2008. THE GOAL studying. - PowerPoint PPT PresentationTRANSCRIPT
The Effect of Gender-Stereotypes The Effect of Gender-Stereotypes on Explicit and Implicit Career on Explicit and Implicit Career
PreferencesPreferences
Reuma Gadassi and Itamar GatiHebrew University of Jerusalem
Presented at the
International Counseling Psychology Conference
Chicago, March 2008
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THE GOAL studying
– the possible effects of gender-stereotypes on the process of choosing occupations
– the effects of approaching career choices in terms of:• Preferred occupations
versus • Preferences in important career-related aspects
The question: does the method of eliciting occupational aspiration moderates the effect of gender-stereotypes on occupational choices?
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METHOD
Participants 226 females (74.1%) and 79 males (25.9%) who entered the Future Directions Internet site, and chose to fill out the research questionnaire in return for feedback.
– Age: 17-30, mean=23 (median = 22)
– Years of education: mean=12. 7 (median 12)
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Future Directions http://www.kivunim.com
An Israeli website in Hebrew, designed for assisting deliberating individuals in making their career decisions. It is a public service and is offered free of charge.
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Making Better Career Decisions -an Internet-based career guidance system (http://mbcd.intocareers.org)
The Rationale the dialogue is divided into distinct stages, corresponding to the PIC Model’s stages (Gati & Asher, 2001):
- Prescreening (based on sequential elimination)
- In-depth exploration
- Choice
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Making Better Career Decisions
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On-line Questionnaire
1. Background information (age, gender, years of education)
2. Participants were asked to "specify 5 to 10 (or more) occupations that you think are suitable for you" (the directly elicited list)
3. The Career Preference Questionnaire used to elicit the participants’ career preferences in terms of career related-aspects (relative importance & preferred levels)
4. Personal information: participants were asked to report a mailing address for receiving feedback
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Procedure
The data consisted of two lists of occupations for each participant:
the directly elicited list – the preferred occupations as reported by the individual
the indirectly derived list – occupations that were found compatible with the user’s aspect-based preferences by MBCD based on the sequential-elimination-search
Gender Dominance Ratings of occupations (1-feminine – 5-masculine)
Each participant received (by mail or e-mail):
a list of promising alternatives that was produced by MBCD
a user code for MBCD (= 16 US$)
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Design
Preferences in career-related aspects
MBCDIndirectly Derived
list of recommended
occupations
Data from participant:
Directly Elicited list of preferred occupations
comparison
Occupational information
database
Matching preferences & database
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Means of the Gender-DominanceAccording to Type of List and Gender
3.18
2.96
3.13
2.71
2.42.52.62.72.82.933.13.23.3
Directly ElicitedIndirectlyDerived
Men
Women
RESULTS
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Conclusion
The comparison of the directly elicited and the indirectly derived lists of occupations supported the hypothesis:
using preferences in terms of aspects may lead to a less gender-stereotypical choice for both men and women
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Implications
When discussing clients’ future options, it is important to elicit the individual’s preferences in terms of aspects rather than in terms of occupational titles
In this manner, individuals’ career decisions are less likely to be influenced by stereotypes, and would perhaps consider a wider range of occupations
