Theoretical Framework

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perspectives may offer guidance in navigating a potentially hostile workplace culture and

thriving in a male dominated environment.

Theoretical Framework

Human motivation has been studied for decades (Locke, 1976; Nebel, 1978; Steers,

Mowday, & Shapiro, 2004). Motivation is discussed in this research in relation to a worker

persisting in STEM professions and, conversely, the motivation to leave the profession.

There are numerous published studies on why workers leave employers (Baumgartner &

Schneider, 2010; Fouad, Fitzpatrick, & Liu, 2011; Gill, 2012; Hira, 2010; Lambert & Hogan,

2009). Science and engineering professions tend to be more volatile, as the very nature of

these specialties is that the rate of change is fast and vulnerability to downturns in these

sectors is high (Hira, 2010).

Several contemporary workplace motivation theories are mentioned here and further

described in detail in Chapter II. Herzberg’s two-factor theory of motivation separates

extrinsic and intrinsic factors (Furham, Eracleous, & Chamorro-Premuzic, 2009; Robbins &

Judge, 2009), expectancy-value theory considers competency beliefs and values in

motivation (Jones et al., 2010; Matusovich et al., 2010), and the premise of equity theory

suggested that individuals are motivated to eliminate inequities compared to their peers

(Robbins & Judge, 2009). Other theories include goal-setting theory, based on performance

and feedback (Robbins & Judge, 2009), self-efficacy theory indicating that with self-efficacy

boosted by positive feedback, the worker will be motivated to perform better (Robbins &

Judge, 2009) and Maslow’s (1964) theory of a hierarchy of needs which suggests that only

upon fulfilling the lower needs of security, safety, and belonging, can a person realize

growth, or self-actualization.

Place your study within a particular theoretical area.

Include a statement that points the reader

to more details in

Chapter II.

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Motivation for women in the workplace has historically been characterized using

models involving a workplace that is predominantly male (Smith, Santucci, Xu, Cox, &

Henderson, 2012). Career paths are different in the early 2000s than they were in the 1960s,

when the Civil Rights movement aided broader female participation in the workforce

(Sullivan & Baruch, 2009). A career in the 1960s was often with one company, moving up

that company’s hierarchy, and the career path was defined by a predominantly male

workforce (Sullivan & Baruch, 2009).

Women’s careers have historically been expected to model men’s, which led to

judgments against women if their development did not mirror men’s (Smith et al., 2012).

Pas, Peters, Doorewaard, Eisinga, and Lagro-Janssen (2014) referred to the ideology of the

worker as gendered, suggesting that long hours, a willingness to relocate, work overtime or

be on call, are characteristics of the ideal worker, and are easier met by males because of the

lesser pressures society places on males in their private lives. Marques (2011) described the

task of comparing male and female career success paths directly as tricky, as males tend to

enter a fast track in their careers earlier, while women are more likely to begin their career

fast track stage later in life.

Fouad, Fitzpatrick, and Liu (2011) performed a qualitative study of current and

former female engineers to compare and contrast the factors for leaving or persisting in these

professions. The study found that women who persisted with the profession often sacrificed

career advancement for family obligations. Although a number of human resources policies

have provided some progressive guidelines, the workplace culture remains gender-based

(Smith et al., 2012). The work-life balance human resources initiatives common in the

Briefly discuss relevant research (historical, seminal, & current) that helps to situate and justify the study based on the contribution to the current literature.

11

workplace today continue to perpetuate the ideal worker male stereotypes and tend to weaken

the perception of a career motivated woman (Pas et al., 2014).

Research Questions

Research questions for grounded theory should “reflect a problem-centered

perspective of those experiencing a phenomenon and be sufficiently broad to allow for the

flexible nature of the research method” (Birks & Mills, 2011, p. 21). The research questions

for this study were:

RQ1: What motivates women in STEM professions to stay in their profession long term?

RQ2: What motivates women with non-linear careers in STEM professions to return to their

profession after at least a 6 month break from their profession?

As there is little research on why women persist in science, technology, engineering,

and math professions, a quantitative research design may be limiting. There may potentially

be many layers and dimensions as to why women stay in STEM professions. A qualitative

grounded theory study was used to try to uncover insights and develop theory on why some

women do stay or return.

Overview of Research Design

A qualitative study was performed using grounded theory. Grounded theory

methodology is a strong way to build theories, because the analysis is grounded in the data

(Birks & Mills, 2011; Charmaz, 2006; Glaser & Strauss, 1967; Urquhart, 2013). “Grounded

theory is the most widely used and popular qualitative research methodology across a wide

range of disciplines and subject areas” (Bryant & Charmaz, 2010, p. 1).

This study sought to generate a theory of motivation, possibly depicted as a model,

using the constructivist approach to apply grounded theory for why women stay in STEM

Include specific

research questions that are

aligned with your chosen

methodology.

Do not just list your research

questions; elaborate

on how they

connect to your

Statement of Purpose.

Briefly describe the methodology and design, including data collection method, population and sample, instrumentation,

and analysis.

Tip: Minimize the use of direct quotes. Only use them when the author says it so eloquently that you would lose something special by paraphrasing.