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Factors influencing career interest among majority and minority natural resource professionals in the southeastern United States
Abstract
In the Southeastern United States, a region with a culturally diverse population and legislative mandates to implement recruitment and retention programs in federal and state agencies, the field of natural resources is still facing professional shortages from underrepresented populations. Identifying and targeting selected natural resource interest factors (e.g., outdoor experiences and role models) among minority and majority populations may guide future recruitment strategies. A mail survey addressing selected factors including educational background and personal characteristics, career skills and influences, and job advocacy was administered to minority and majority professional employees of selected federal and state agencies affiliated with the Southeastern Association of Fish and Wildlife Agencies (SEAFWA). Respondents included professional natural resource personnel. Chi-square and GEM tests were used to test for differences between groups on selected questionnaire items. Significant differences between minority and majority respondents were found in: (1) experience in a natural resource agency, (2) type of work they did, (3) previous work experience, (4) present incomes, (5) recruitment mechanisms resulting in initial state or federal agency employment, (6) factors contributing to job acceptance, (7) job skill requirements, (8) events and individuals influencing interest in a natural resource career, (9) perceptions of natural resource careers, (10) job satisfaction ratings, (11) participation in outdoor activities, (12) recommendations to promote ethnic diversity in the natural resource workforce, (13) educational backgrounds, (14) values of past academic training, (15) age, and (16) current and preferred residences. The management implications call for state and federal agencies to promote workforce diversity through outdoor activities engaging the targeted individuals (especially youth). For both groups, the most influential individual factors were outdoor physical activities, camping, and hiking. The most influential institutional factors were organized field trips and jobs at natural resource agencies. In addition, television and volunteer programs should be considered to be influential. The individual continues to be most vital in deciding on a natural resource career with little regard for institutional people such as teachers, counselors, and figureheads. Future research addressing institutional and individual variables that promote or preclude minority representation in natural resources is recommended.
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Citation
Moreno, Marisela (1994). Factors influencing career interest among majority and minority natural resource professionals in the southeastern United States. Master's thesis, Texas A&M University. Available electronically from https : / /hdl .handle .net /1969 .1 /ETD -TAMU -1994 -THESIS -M845.
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