Abstract:
When given the choice, some highly educated mothers of minor children prefer to stay at home to care for the family and the house, while others prefer to work outside the house in addition to caring for the children. Past research has investigated cultural, social, or organizational factors that push women to drop from the workforce after transitioning to motherhood. However, there were no studies that examined personality-level predictors of mother’s career preferences. There are two theoretical models that can be built on regarding relations between mothers’ personalities and career preferences. The Social Role Theory proposes that mothers’ career preferences are influenced by their endorsement of the traditional gender-based roles, while the Preference Theory proposes that mothers’ personal values are central determinants of their career preferences. Building on the Preference Theory, the aim of this study was to examine the associations between mothers’ personal values, personality traits, and career choices above and beyond their endorsement of traditional gender roles attitudes. Around 400 mothers of minor children holding at least a Bachelor’s degree in Lebanon were recruited through social media platforms and WhatsApp groups. Participants were asked to complete an online survey about their personal values, personality traits, gender role attitudes, work preferences, and demographics. Data was analyzed using multiple regression tests. It was found that the valuation of Achievement was a negative predictor of mothers’ preference for staying at home above and beyond their endorsement of traditional gender roles. It was also found that the valuation of Security and the personality trait of Neuroticism were positive predictors of mothers’ preference for staying at home above and beyond their endorsement of traditional gender roles. The results of the study lend support to the Preference Theory and call for the respect of mothers’ career preferences.
