An analysis of the personal and social characteristics that impact black female career mobility

One hundred and five black female members of the National Conference of Minority Public Administrators participated in this study designed to identify personal and social characteristics associated with black female career mobility. Limited career mobility was identified as a problem for black women, particularly as it related to economic marginality. Self efficacy, career plans, varied work experience, educational credentials and social interaction skills were examined to determine whether individual differences in these characteristics would facilitate black female career mobility. Individual characteristics were viewed in conjunction with access to opportunity because race and gender bias were acknowledged as apposite to the career mobility of black women. Bandura's (1977) concept of reciprocal determinism was utilized to explain the dynamic interaction between individual characteristics, environmental influences and black female career mobility.; Career mobility was found to be positively associated with long range career oriented efficacy (LRCOE), career plans, varied work experience and educational credentials but not social interaction skills. Career mobility was negatively associated with organization type, specifically employment in colleges and universities. Supervisory responsibility proved to be a valuable type of work experience positively associated with black female career mobility.; Unexpectedly, overall self efficacy was not found to be associated with black female career mobility but was associated with social interaction skills. An inverse relationship was observed between overall self efficacy and organization size as women employed in small agencies exhibited higher levels of self efficacy than those employed in very large organizations. Although not statistically significant, the data were interesting with regard to self efficacy and organization type as participants employed in colleges and universities exhibited lower levels of self efficacy than those employed in other types of organizations.; Multiple regression analysis identified five predictor variables for black female career mobility; supervisory responsibility, hire status, the number of jobs held, the number of management job offers and the type of organization employed in. This identification of factors contributing to the career mobility of black women, despite race and gender bias, will help others to accomplish similar goals, especially in the absence of a mentor or role model.