This guide presents 21 one- or two-page recruitment strategies for women in nontraditional careers. Each entry includes sections on what, when, where, who, and how. Strategies included are: (1) attention-getter giveaways; (2) bias-fee brochure; (3) bias-free slide-tape; (4) "bring a friend" day; (5) brochures with utility bills; (6) craftperson…

Compared maturation rate and endocrine functioning according to career typicalness in 28 employed women. Results provided only limited evidence that women in nontraditional careers matured later than women in traditional careers. Found subjects in traditional categories married and had children at earlier age than did subjects in nontraditional…

A study found that women in female-dominated jobs earned 6-15 percent less than women with the same characteristics in other occupations. These results support the hypothesis that women are crowded into "female" jobs because of employer discrimination, resulting in lower wages for these jobs. (JOW)

When 96 of 220 women in nontraditional occupations and 100 of 300 in traditional occupations completed self-efficacy scales, results showed employed women do have higher self-efficacy for working with people than with things. Among the differences between the two groups, traditional women had higher self-efficacy for serving and helping,…

Identifies the problems that prevent women from entering the construction trades by reviewing laws and their impact and by interviewing the experiences of women who have had nontraditional work experiences in male-dominated fields. Finds that some obstacles have been removed but better enforcement of equal opportunity laws is needed. (Contains 25…

Although progress has been made in solving problems faced by nontraditional workers, much remains to be done. Negative attitudes, lack of information about possible positions, and lack of training are all obstacles encountered in nontraditional occupations. (SK)

Blacks, unmarried or young women, or those with low job status are most likely to be targets of harassment. Harassment adversely affects feelings toward coworkers and supervisors, self-esteem, and life satisfaction, but not job satisfaction, aspirations, or feelings of job competence. (Author/SK)

Interviews with 10 women employed in trades revealed four significant factors in the choice of nontraditional occupations: perceived innate ability, strong sense of self, desire for independence, and role models, especially family. Formal career education/counseling was not a factor. Contrary to previous studies, only 3 of the 10 were firstborn or…

Describes the choices, barriers, and experiences of women employed in and seeking employment in nontraditional occupations, based on a survey of 75 women. Results indicated the women held strong views of sex role equality, and named money and benefits as the most common reason for pursuing nontraditional careers. (JAC)

Explores marriages in which marriage and family life are organized around the wife's job or career rather than the husband's (N=46). Found three predictive social conditions: wives having traditionally male jobs, flexibility of husbands' jobs, and absence of children. Describes techniques of deviance neutralization used to minimize costs. (JAC)

Investigated factors influencing job satisfaction of 217 women working in 51 nontraditional occupations. Explored the occupational unique experiences confronted by women in nontraditional occupations. Identified job location, job awareness and changes, work and family roles, income and earnings, and preparation for a job as important…

Compared congruency between types of noncollege-degreed employed women's (N=171) actual occupational choices and their cognitive occupational preferences to congruency between types of personality and choices. Results indicated that, although association between types of cognitive occupational preference and actual occupational choice was superior…

Data from the Washington State Career Development Study showed that many women go between sex-typical and sex-atypical occupations. Higher work commitment slows movement from nontraditional to traditional occupations, but family variables do not constrain moves to nontraditional jobs nor speed moves to traditional ones. (SK)

Used data from 1982 New Beneficiary Survey to examine financial stress in retirement for highly committed women workers. Separate regressions were conducted for married and unmarried women, with attention paid to impact of gender-segregated jobs. Results suggest relative importance of work history and sociodemographic variables as predictors of…

For the past decade dual-earner marriages in which wives are junior partners have been a major topic in marriage and family literature. In marriages which consider wives as senior partners (WASPs), however, the wife's career is emphasized. In an effort to study the rewards and costs of WASP marriages and to discover the structural conditions under…