Self-Efficacy, Decision Latitude, and Work Ethic Among Educated Women

Self-Efficacy, Decision Latitude, and Work Ethic Among Educated Women by Elisa Amato-Harris MS, State University of New York at Cortland, 2012 BS, State University of New York at Cortland, 2007 Dissertation Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy Psychology with a Specialization in Counseling Walden University February 2019 Abstract Although women are more likely to seek advanced degrees, there are substantial gaps between men and women in terms of employment rates, wages, and positions of power. This cross-sectional study aligned with the social cognitive career theory and investigated how specific demographic variables (age and education level) interacted and influenced work-related characteristics (decision latitude, self-efficacy, and work ethic) to addressAlthough women are more likely to seek advanced degrees, there are substantial gaps between men and women in terms of employment rates, wages, and positions of power. This cross-sectional study aligned with the social cognitive career theory and investigated how specific demographic variables (age and education level) interacted and influenced work-related characteristics (decision latitude, self-efficacy, and work ethic) to address issues women experience in the workplace. Females who identified as working a minimum of 15 hours per week and over the age of 18 were contacted via social media or in person. A snowball effect occurred when participants invited peers to participate. Twohundred and eighty-six females completed an online survey including demographic questions and items from 3 instruments: Job Content Questionnaire, Short Occupational Self-Efficacy Scale, and Multidimensional Work Ethic Profile-Short Form. The research questions helped evaluate the differences and interactions between the independent variables age and education level on the dependent variables decision latitude, selfefficacy, and work ethic. Six one-way analyses of variance were used to assess for differences, and 3 two-way analyses of variance were used to assess for interactions between 5 age groups and 4 education levels. The analyses showed only 1 significant difference between education level and decision latitude. The current research may influence social change at an individual level within career or therapeutic counseling and policies and procedures at the organizational level. The information can create positive change for women within current work environments as they increase responsibilities or advance to positions of power. Self-Efficacy, Decision Latitude, and Work Ethic Among Educated Women by Elisa Amato-Harris MS, State University of New York at Cortland, 2012 BS, State University of New York at Cortland, 2007 Dissertation Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy Psychology with a Specialization in Counseling Walden University February 2019 Dedication To my smart and beautiful daughter, Jacie Madison. I hope your future is as happy and bright as you. I hope this study influences your future in a positive way. To my supportive and loving husband, Nate. Now it is your turn to follow your dreams. In memory of my grandmother Katalin Marton and my father-in-law Michael Harris, both of which were extremely supportive and proud of this journey.and both had incredible work ethic. Acknowledgments I would like to express my deepest appreciation to my family for their neverending support. This voyage would have been impossible without the unconditional support and love from my husband Nate Harris and our toddler-wild daughter Jacie Harris. Each of you gave me just enough needed interruptions, as well as necessary time away to complete this crazy goal. I am also grateful for my parents John and Kathleen Amato, brother Johnny Amato, and my mother-in-law Susan Harris. Next, I would like to thank some heavy hitters for your support related to the dissertation even if it meant messages 1 AM. Particularly, I am thankful for Dr. Jessica Brown, Dr. Jennifer Wisneski, Dr. Corey Grassl, and Dr. Tracy Jones-Garcia. I want to thank Candace Snodgrass for getting me through the BAYR’s, which were necessary to get to this point. I also want to thank the three hundred women who participated in this survey, and to the men and women who shared the study for recruitment purposes. Thank you to City Light Coffee for supplying endless free coffee while I wrote my proposal. I want to show my appreciation to Dr. James Herndon for his guidance with the prospectus, the foundation for this study. I also want to thank Dr. Scott Friedman, Dr. Mitchell Hicks and Dr. Tim Lionetti, and fellow GA’s for answering my hundreds of annoying questions while sitting in the GA office during BAYR’s in Minneapolis. Last but never least I would like to thank my amazing committee chair and mentor, Dr. Susan Rarick and (equally awesome) committee member Dr. Matthew Fearrington. I am grateful for the incredible amount of time, energy, and support you both provided through the dissertation and throughout my journey as a student at Walden. i Table of