Factors related to the career satisfaction of older managerial and professional women

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Promoting employee intention to stay: do human resource management practices matter? (2012, background): “Accordingly, Uen and Chien (2004), Armstrong-Stassen and Cameron (2005), Shipley and Kleiner (2005), and Minbaeva (2008) studies also revealed that compensation, performance appraisal, and training and development are the most important source for an organization to generate a pool of motivated,…”
The relationship between diversity training, organizational commitment, and career satisfaction (2010, methodology): “Age in turn has been found to be positively associated with OC (Al-Emadi and Marquardt, 2007; Sikorska-Simmons, 2005), and negatively associated with CS (Armstrong-Stassen and Cameron, 2005).”
Predicting absenteeism and turnover intentions by past absenteeism and work attitudes: An empirical examination of female employees in long term nursing care facilities (2007, background): “For example, for older workers poor health can become a powerful barrier to working even sporadically (Armstrong-Stassen and Cameron, 2005).”
How are women's glass ceiling beliefs related to career success? (2012, background): “Several studies have examined relationships between the career levels of women with subjective success indicators (e.g., Armstrong-Stassen and Cameron, 2005; Burke et al., 2006; Carr, 1997; Clark, 1997; Orser and Leck, 2010).”