The construction industry faces significant challenges in attracting and retaining female talent. Drawing on socioemotional selectivity theory (SST) and broader career development research, this research explores how intrinsic and extrinsic motivational factors (1) vary for women in construction based on age (younger vs. older), job role (non-managers vs. managers), and career path (construction women vs. career changers), and (2) influence turnover intention. A mixed-methods design was employed as follows: Quantitative data were collected via a survey of 655 women employed in the Australian construction industry, followed by semi-structured interviews with 8 women career changers to gain further insight into their motivational factors and experiences. The findings indicate that (1) older women report higher intrinsic motivation than younger women, while younger women report higher extrinsic motivation than older women, (2) managers report higher intrinsic and extrinsic motivation than non-managers, (3) construction women report higher extrinsic motivation than career changers, and (4) extrinsic motivational factors are associated with turnover intention. The findings can inform organizational strategies to support women’s career development and foster a more inclusive construction workforce through multiple career pathways and improved retention.
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Ali et al. (2026) studied this question.