UMD Theses and Dissertations

Permanent URI for this collectionhttp://hdl.handle.net/1903/3

New submissions to the thesis/dissertation collections are added automatically as they are received from the Graduate School. Currently, the Graduate School deposits all theses and dissertations from a given semester after the official graduation date. This means that there may be up to a 4 month delay in the appearance of a given thesis/dissertation in DRUM.

More information is available at Theses and Dissertations at University of Maryland Libraries.

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    PREGNANCY AND WORK: A MIXED-METHODS STUDY OF JOB SATISFACTION AND TURNOVER INTENTIONS DURING A FIRST PREGNANCY
    (2017) Ross, Katherine; Hoffman, Mary Ann; Counseling and Personnel Services; Digital Repository at the University of Maryland; University of Maryland (College Park, Md.)
    Despite the prevalence of working mothers and mothers-to-be, there is a paucity of research on the intersection of pregnancy and work. This study used a mixed methods approach to examine the workplace experiences of women who were working full-time during their first pregnancy. Participants (N = 166) represented a diverse sample in terms of geographic location (36 states), income level ($25,000 to over $200,000), education level (less than high school through doctorate) and age range (18-42). Quantitative results showed that pregnancy-related work stress, social support in the workplace, level of satisfaction with family leave policies, and the employee’s level of negative affect are all factors related to job satisfaction and turnover intentions for pregnant employees working full-time in the United States. Qualitative data about women’s supportive and unsupportive workplace experiences during pregnancy were also collected and coded using a modified version of Consensual Qualitative Research (CQR-M; Spangler, Liu, & Hill, 2012). Supportive and unsupportive experiences were coded into the following themes: 1) Things people do and say in the workplace, 2) Demands of the job, 3) Pay, 4) Career trajectory, 5) Paid leave, 6) Support for maternity leave, 7) Help from colleagues, and 8) Other parents in the workplace. Coders also identified more specific categories of experiences within each theme. These and other results, as well as implications for employers, employees, and career counselors, are addressed in this manuscript.
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    PREDICTING YOUNG WOMEN'S CAREER PLANS: DO FUTURE CONSIDERATIONS FOR CHILDREN PREDICT OUTCOMES OVER AND ABOVE INSTRUMENTALITY?
    (2013) Savela, Alexandra; O'Brien, Karen M; Psychology; Digital Repository at the University of Maryland; University of Maryland (College Park, Md.)
    The present study assessed factors related to career development in a sample of undergraduate women. The roles of instrumentality, anticipated work-family conflict, and willingness to compromise career for children in the prediction of career choice traditionality, career aspirations, and occupational engagement were examined. Additionally, the moderating role of willingness to compromise career for children on the relationship between instrumentality and each career outcome was tested. Results indicated that instrumentality predicted leadership aspirations, recognition aspirations, and occupational engagement. Anticipated work-family conflict predicted career choice traditionality, leadership aspirations, and occupational engagement over and above instrumentality. Willingness to compromise career for children added to the prediction of occupational engagement after controlling for instrumentality and anticipated work-family conflict. No moderation findings were detected. Findings are discussed in terms of future research directions and in the context of career counseling with undergraduate women.
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    Planning for Career and Family: An Instrument Development Study
    (2008-04-10) Ganginis, Heather Victoria; O'Brien, Karen; Psychology; Digital Repository at the University of Maryland; University of Maryland (College Park, Md.)
    The purpose of the present study was to develop a scale to measure the extent to which people take into consideration future children and romantic relationships when deciding on a career (i.e. The Planning for Career and Family Scale) and to assess the psychometric properties of this instrument. Participants included 325 women. Data suggested that two subscales comprise the measure, the Incorporating Future Family Scale and the Choosing a Career Independent of Family Scale. Internal consistency estimates of subscales ranged from .78 to .83. Convergent and discriminant validity was supported for the Incorporating Future Family in Career Plans subscale and the Choosing a Career Independent of Future Family subscale. Test-retest reliability estimates were adequate, suggesting stability regarding the measurement of these constructs. Directions for future research and the limitations of this study are discussed.