The Influence of Gender Characteristics on Career Strategy Choices and Motivation in Women

Background. Recent research underscores the ongoing significance of examining how gender identity shapes women’s career trajectories, particularly given the persistence of gender stereotypes in professional settings. Objectives. This study explores the interplay between masculine and feminine personality traits and their relationship to career motivation and orientations among professional women. Study Participants. The research sample comprised 105 highly educated women aged 23–35 who were actively engaged in career advancement. Data collection involved established measures of career orientation and motivation, including assessments of masculine and feminine personality traits. Methods. The study employed a comprehensive methodological approach utilising three established instruments: Schein’s Career Anchors Inventory, the Career Motivation Scale (developed by A. Noe, R. Noe, and D. Bachhuber), and the Masculinity, Femininity and Gender Type Assessment (adapted from Bem Sex Role Inventory by O.G. Lopukhova for Russian populations). Statistical analysis was conducted using Spearman’s rank correlation coefficient to examine relationships between variables. Results. Analysis revealed that masculine personality traits emerged as significant predictors of career orientations and motivation, while feminine characteristics showed no significant correlations. Strong statistical associations were found between specific masculine components (assertiveness, leadership abilities, dominance) and scores on both Career Motivation and Career Anchors measures. Notably, the majority of participants (75.71%) exhibited an androgynous gender identity type, suggesting substantial integration of masculine and feminine characteristics within the sample. Conclusions. The findings highlight the substantial role that stereotypically masculine traits play in shaping career trajectories. Women who display more pronounced masculine characteristics demonstrate enhanced career motivation, stronger leadership potential, and superior managerial capabilities, alongside a marked propensity for tackling challenges and complex problem-solving. These insights have significant implications for both individual career counselling practices and organisational talent development initiatives. Future research might explore how these patterns evolve across different cultural contexts and career stages.