The British Oxygen Company Limited's Gases Division Study on the female workforce concluded: not enough use is made of female employee's skill and knowledge, the company shouldn't assume all women want careers but should help them realize the demands a career makes on their time, energy, and commitment. (Author/BP)

Women who were selected for the Congressional Fellowship Program from 1961 through 1975 were studied in order to determine the characteristics of female federal bureaucrats. Successful female bureaucrats were found to closely resemble their male counterparts, an exception being that the former are more likely to support unionization. (GC)

The idea of the professional support group is discussed, and several current examples are described: (1) the Million Dollar Roundtable for insurance salespeople; (2) the Scandinavian study circle; (3) executive clubs; (4) career development networks for women; (5) informal professional development groups or "juntos"; and (6) juntos for…

Studied the coping methods of 20 female higher education administrators who combined career and family roles. Results indicated that they were efficient but had to make sacrifices and lower standards, such as delaying writing for publication, obtaining advanced degrees, and taking vacations. (JAC)

This model postulates that because of women's socialization they lack strong expectations of personal efficacy in relationship to career-related behaviors, thus failing to realize their capabilities and talents. Sex differences in the access to and availability of information important to developing strong expectations of personal efficacy are…

Mothers who were consistent in plans not to work following the infant's birth were similar in separation anxiety to mothers who changed their minds and returned to work. Inconsistent mothers were more career oriented and less positive about the maternal role. Counselors should be aware of material attitudes. (JAC)

Examines Women into Science and Engineering (WISE) discourse and explains why WISE has had limited success. It argues the WISE discourse limits the space women have to speak of the conflicts and contradictions they experience, and suggests the need for a greater understanding of how subjective experiences of gender and sexuality impinge upon work…

Purpose: This paper aims to advance the argument for the transformative potential of e-mentoring for professional women. Design/methodology/approach: Existing mentoring and e-mentoring models are evaluated as the context for the development of an innovative e-mentoring programme for professional women in the UK (Empathy-Edge). The European…

Few researchers have examined employee attitudes toward affirmative action and equal employment programs. To examine both the attitudes of various groups within one organization toward Equal Employment Opportunity (EEO) and ideas concerning specific programs suggested by these same groups, corporate employees (N=1,791--or 53% of those surveyed)…

This forty-page annotated bibliography includes specific information on career planning programs for women employees (or activities of such programs). Program listings appear alphabetically by community and junior college and alphabetically by employer. An index by state is also provided. Listings include name of college or employer, contact…

Statistics from the U.S. Department of Labor and the New Jersey Department of Labor indicate that: (1) in mid-1977, 40 million women were working, meaning that women composed 41% of the nation's labor force; (2) in New Jersey, women composed 30% of the state's labor force; and (3) both nationally and on a state-wide basis, employment for…

The author interviewed 15 married female headteachers in Britain. Topics she covered include the amount of mobility involved in their career construction, timing and stage of the life cycle during which advancement began, and how progress was initiated. (Author/CH)

Women with past or present careers in outdoor leadership were asked to suggest strategies by which outdoor and experiential education programs could increase the number of women employed in the field, and support women in becoming even more successful in their careers. The 25 women interviewed ranged in age from 22 to 44, had 1-25 years experience…

The author describes the socializing process of role modeling and the different experiences of males and females. She defines and analyzes the mentor relationship and its impact on career development, presenting a model of career stages. The lack of mentor relationships for women and possible solutions are also discussed. (Author/ SK)