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Call for Papers

Gender Influences on
Career Development
A Special Issue of the Journal of Personnel Psychology
Guest Editors: Annett Httges (Medical School Berlin, Germany) and
Doris Fay (University of Potsdam, Germany)
Despite numerous political and economic efforts, the number of women in top- or midlevel managerial positions is
still low. This phenomenon is widespread an underrepresentation of women can be found in almost all industries, in
the public as well as in the private sector, in educational as
well as research institutions. The reasons for why womens
careers become stalled are neither fully understood nor
have they been successfully addressed. Recent debates
among academics, practitioners, and policy makers alike
suggest that, although women and men are equally motivated and effective, there are gender differences with regard
to the impact of these motivational states and actions on
career development and career success.
John Campbell and colleagues proposed a generic formula of job performance that describes performance as a
function of three multiplicatively connected determinants:
procedural knowledge, skills and abilities (KSA), declarative KSA, and motivation to perform. The model was
extended by other authors to also include situational factors.
Building on this model, we suggest that career success can
also be described as a function of KSA (or can-do factors),
motivation (or want-to factors), and promoting versus constraining situational factors (permission-and-support-to
factors).
For this special issue of the Journal of Personnel Psychology, we invite papers that make a clear contribution
toward advancing research and theory building on the role
of gender for career development and career success, and
that are relevant for informing practitioners or policy makers on how to manage gender-related issues. We use the formula career success = f(KSA Motivation Situation/
Constraints) as a heuristic to organize the different
approaches that are used to understand differences in male
and female careers.
Manuscripts presenting field studies and experimental
research as well as theoretical work will be considered.
We are interested in papers that address, but are not necessarily restricted to, the following topics:

 2013 Hogrefe Publishing

Career-related knowledge, skills, and abilities (KSA)

(e.g., leadership variables) and differential gender
effects of KSA on career success.
Motivational variables (e.g., motivation to lead, work values) and their differential gender effects on career success.
Gender-differential credits of situational opportunities
for career development (e.g., access to career prospects, role of mentoring).
Studies conceptualizing and measuring career development processes and outcomes in new ways or considering more innovative methodology to explore gender in
relation to these outcomes.
Manuscript preparation and submission: Manuscripts
should be prepared in accordance with the Journal of Personnel
Psychologys guidelines (see http://www.editorialmanager.
com/jppsy/
and
http://www.hogrefe.com/periodicals/
journal-of-personnel-psychology/advice-for-authors/).
Papers must be submitted through the journals online manuscript management system (http://www.editorialmanager.
com/jppsy/) and should be clearly labeled as submissions
intended for this special issue.
All submissions will undergo a double-blind peerreview process, using the usual Journal of Personnel Psychology review criteria while also taking into account the
contribution of the paper to the topic of this special issue.
Deadline for submissions is May 31, 2013.
Informal enquiries on the special issue can be made to
Annett Httges (E-mail annett.huettges@medicalschoolberlin.de) or Doris Fay (E-mail doris.fay@uni-potsdam.de).

References
Campbell, J. P., McCloy, R. A., Oppler, S. H., & Sager, C. E.
(1993). A theory of performance. In N. Schmitt & W. Borman
(Eds.), Personnel selection in organizations (pp. 3570).
San Francisco, CA: Jossey-Bass.
Journal of Personnel Psychology 2013; Vol. 12(1):57
DOI: 10.1027/1866-5888/a000081