Sex differences on dimensions of career planning in a work setting

The literature on career planning in a work setting was reviewed. Few empirical studies had been done on programs which have been planned for the purpose of career planning and career development in a work setting. To a great extent, the research that was applicable had focused on male subjects and little was known about any differences that may exist between the career planning and development needs of males and females.

The objectives of this study were to:

1. Identify organizational and personal dimensions related to career planning in a work setting.

2. Determine sex differences in career planning and development needs based on those dimensions.

The data was collected in a federally owned corporation using a paper and pencil survey instrument. The instrument was developed to (1) assess the need for and appropriate design of the organization's career planning program and (2) establish baseline measures for evaluating the effects of that program. The survey was mailed to all white-collar and lower-level management employees in organizational units which volunteered to participate in the program. Completed surveys were returned by mail.

Factor analytic techniques and reliability analysis were used to establish ten internally consistent scales representing the organizational and personal dimensions measured by the instrument. The dimensions identified were: Organizational

1. Availability of job information

2. Availability of training information

3. Supervisory support for career planning

4. General work satisfaction

5. Satisfaction with opportunity

Personal

1. Interest in career planning activities

2. Interest in career development activities

3. Willingness to acquire additional education and training

4. Career confidence and commitment

5. Awareness of career goals and abilities

The scales representing the dimensions were used as independent variables in a two-group discriminant analysis for determining sex differences in career planning needs related to the dimensions. No sex differences of practical significance were found. Possible explanations for these results were discussed.

The intercorrelations among the scales were examined for possible relationships of interest to theoretical development in the field of career planning in work settings. The implications for future research in terms of the dimensions and their intercorrelations were discussed. The possible limited usefulness of sex as a means of classifying groups of individuals with homogeneous characteristics was discussed.