First Paragraph

Training designed to prevent sexual assault and harassment should absolutely rely on core industrial and organizational (I-O) psychology principles as Mederios and Griffith (2019) describe in the focal article. However, I-O psychology is fundamentally a context-centered discipline, and I-O psychologists have made substantial contributions in studying gender dynamics in the context of science, technology, engineering, and mathematics (STEM) professions (Major, 2017). Moreover, I-O psychologists have long understood gender dynamics in the workplace (Roberson, Ryan, and Ragins, 2017). Thus, we suggest that I-O psychologists' expertise in understanding gender dynamics should be combined with their unique understanding of organizational and career contexts (e.g. STEM) in addressing this important societal phenomenon currently taking center stage in the United States and around the world. 

*Burleson, S. D., & Major, D. A. (2019). #I-Os matter - Extending I-O research and theory even further into the design and implementation of sexual Assault and harassment training: A STEM-based example. Industrial and Organizational Psychology: New Perspectives on Science and Practice, 12, 501-503. 

ABSTRACT

As women have the potential to bring unique perspectives to the workplace, the under-representation of women in STEM occupations is a severe limitation to global advancement through research and innovation. Workplace utilization of computer-mediated communication (CMC) may impact common barriers faced by women in STEM, such as stereotypes, a "chilly" workplace climate, lack of social support and mentorship opportunities, and work-family conflict. As organizations shift further into the use of virtual communication, it is essential to take advantage of CMC as a way to facilitate gender equality in the workplace while simultaneously mitigating barriers workplace CMC may present for women in STEM. The potential implications of workplace virtual communication, virtual teams, e-mentoring, cyber incivility, and telecommuting for women in STEM careers are discussed.

*Burleson, S. D., *Tyler, W. A., Major, D. A., & *Reynoldson, K. R. (2018). Women in STEM workplaces and computer-mediated communication: Obstacle or advantage? International Journal of Virtual Communities and Social Networking, 10(3), 1-22.

ABSTRACT

The number of students, particularly the number of women, completing science, technology, engineering, and mathematics (STEM) undergraduate degrees is insufficient to meet the U.S. demand. Thus, research investigating key predictors of STEM commitment is of high importance. Applying the Social Cognitive Model of Career Self-Management (SCCT-CSM; Lent & Brown, 2013) as a guiding framework, this study examined the relationship between work-family balance self-efficacy (WFSE) and STEM commitment as moderated by gender. The sample included 246 STEM students (106 women, 140 men) from a southeastern university. A 3-step hierarchical regression analysis demonstrated that WFSE accounted for incremental variance in STEM commitment beyond traditional social-cognitive predictors, and gender moderated the relationship between WFSE and STEM commitment. Contrary to expectations, the relationship was stronger for men than for women. Findings suggest resiliency among women, showing that they are committed to STEM regardless of low WFSE. Practical implications for university and workplace contexts are discussed.

*Myers, D. P., & Major, D. A. (2017). Work-family balance self-efficacy's relationship with STEM commitment: Unexpected gender moderation. Career Development Quarterly, 65, 264-277.

ABSTRACT

Purpose Despite growing demand, the information technology (IT) field suffers from a labor shortage compounded by the underrepresentation of women in the IT field. This study examined predictors of occupational and organizational commitment outcomes among IT professionals and explored gender differences and similarities in the relative importance of predictors. 

Design/Methodology/Approach 1,229 IT professionals provided web-based survey data, which were analyzed using hierarchical linear modeling and relative weight analysis. Findings Satisfaction with growth opportunities, job security, job stress, and work-family culture generally were related to commitment outcomes as expected, accounting for the greatest variance in organizational commitment. Relative weights for men and women differed in the prediction of occupational commitment, where growth satisfaction and work-family culture were weighted more strongly by women and job stress was more strongly weighted by men. For organizational commitment, the relative weights among predictors were similar for men and women, except that men weighted job security more strongly than women. 

Implications Findings suggest that garnering commitment to the IT field requires a gender-specific approach, highlighting growth and work-family support for women and addressing job stress for men. Increasing organizational commitment for both men and women calls for an emphasis on opportunities for growth and development. 

Originality/Value This is the first study to simultaneously examine predictors for organizational and occupational commitment among IT professionals and to assess the relative importance of predictors discussed in the extant literature. Results inform efforts to increase retention in the IT field and provide guidance for improving the representation of women in IT.

Major, D.A., *Morganson, V. J., & *Bolen, H. M. (2013). Predictors of occupational and organizational commitment in information technology: Exploring gender differences and similarities. Journal of Business and Psychology, 28, 301-314.