The purpose of this qualitative research study using a modified Delphi technique and secondary longitudinal data collected from the Bureau of Labor Statistics and the National Center for Education Statistics was to explore and understand reasons leading to the underrepresentation of women in the IT profession in the United States through the theoretical framework of gender theory, voluntary employee turnover, and career change. Reports of the underrepresentation of women in the IT workforce created the need to understand how to retain mid-career American women in the IT profession. The Delphi panel identified top ranked reasons for the underrepresentation of women in IT as: (a) barriers to returning to IT work following a break in employment, (b) technical competence, (c) age, (d) education programs, (e) male-dominated workplace, (f) perceived as less technical, (g) the glass ceiling, (h) the old boy’s network, (i) work-life balance, (j) burnout, (k) stress, (l) 24/7 work schedules, and (m) job satisfaction. The secondary longitudinal data (1990 to 2011) revealed that male participation in the IT profession doubled since 1990, explaining the significant change in representation of women in the IT workforce. The recruitment of women did not keep pace with the recruitment of men into the IT profession. The recession that took place from 2007 to 2010 affected the retention of women in the IT workforce by limiting the unemployment rate of female IT professionals to 2% when the unemployment rate for the U.S. female workforce was 4.5%. The Delphi panelists offered recommendations to organizational leaders on retaining mid-career American women in the IT profession.
|School:||University of Phoenix|
|School Location:||United States -- Arizona|
|Source:||DAI-A 76/10(E), Dissertation Abstracts International|
|Subjects:||Management, Information Technology, Gender studies|
|Keywords:||It workforce, Job satisfaction, Voluntary employee turnover, Women in it, Work life balance|
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