Showing papers in "Journal of Vocational Behavior in 1997"

TL;DR: In this paper, an integrative model of the work-family interface was developed and tested, which extended prior work by Frone, Russell, and Cooper (1992a) and incorporated role-related behavior and behavioral intentions into the model.

TL;DR: There has been a remarkable resurgence of research in organizational socialization in the past 5 years as mentioned in this paper, and there have been more published studies in this period than in any previous period.

TL;DR: In this paper, the authors employed a qualitative research strategy for examining mentoring from the perspective of the mentor, and a total of 27 mentors participated in in-depth interviews regarding their experiences as a mentor.

TL;DR: This paper examined the effects of similarity, both actual (race and gender) and perceived, and amount of contact between mentor and protege on the quality of mentor relationships and found that mentoring relationship quality was measured by liking, satisfaction, intended retention, and degree of psychosocial and instrumental functions experienced by the protege.

TL;DR: In this article, the authors assessed concurrent and longitudinal effects of affective, continuance, and normative commitment on turnover intentions and found that, contrary to expectations, the three components of commitment differed in the significance of their effects on turnover intention.

TL;DR: In this article, ethnic and gender differences in perceived educational and career barriers were investigated in a sample of 1139 Mexican-American and Euro-American high school juniors and seniors.

TL;DR: In this paper, Kram's sequence of four mentoring phases (Initiation, Cultivation, Separation, and Redefinition) was studied and the results showed consistent differences between mentored and non-mentored individuals.

TL;DR: In this article, the effects of work and family variables on work-family conflict were examined, and it was found that crossover effects accounted for a significant amount of variance in work family conflict over and above the within-individual effects, suggesting that future research on workfamily conflict use the couple as the unit of analysis.

TL;DR: This paper found that family boundaries were more permeable than work boundaries in that demands of the work role were permitted to intrude more so in one's family role than vice versa, and no gender differences were found in the pattern of asymmetry.

TL;DR: Although the term "mentor" originated in Greek mythology, it has been only a decade since Kram's (1985) seminal book stimulated significant research on mentoring in organizations as discussed by the authors.

TL;DR: In this paper, a typology that differentiates mentoring on two primary dimensions is presented: the form of the relationship (lateral or hierarchical mentor-protege relationship) and the type of skill development obtained through the mentoring experience (job-related or career-related).

TL;DR: In this paper, the influence of mentor-protege relationship structure and experience factors on perceptions of mentoring were examined for a sample of mentors and also for proteges from the same work environment.

TL;DR: For instance, this article examined how people with considerable control over their work lives construct and experience work-family connections through 30 in-depth interviews with self-employed women and men.

TL;DR: The literature on aging in the workplace for the years 1992–1996 is reviewed and strategies for integrating diverse research perspectives are examined and recommendations for needed research are provided.

TL;DR: The authors examined work and family influences on the decision to leave the field of public accounting and found that women were more likely than men to leave public accounting, and the reason for the sex difference in departure rate was not because women experienced greater family pressures than men, but rather women had less of a desire to be promoted to partner than men.

TL;DR: This paper examined factors thought to be related to intention to mentor and perceived barriers to mentoring (i.e., willingness to mentor) among 607 state government supervisors and found that age, locus of control, and upward striving were among the factors related to intentions to mentor others.

TL;DR: This paper explored the influence of family friendly human resource policies, salary levels, and salient identity on an individual's attraction to a job and found that individuals with salient family or balance identities would be most attracted to organizations with flexible and dual career paths and policies.

TL;DR: This article found that the factors related to the number of hours worked do not necessarily translate into feelings of work spillover, and that it is not very important in mediating effects on work spill over.

TL;DR: In this paper, current perspectives on organizational justice are reviewed and integrated with mentoring theory to develop a new fairness "frame" through which the mentoring process can be viewed, and hypotheses derived from this framework are tested in a sample of 197 managers from Australian organizations.

TL;DR: In this article, a multilevel framework is used to explain the development of diversified mentoring relationships, incorporating organizational, interpersonal, and individual levels of analyses, using a dyadic approach.

TL;DR: The authors examined antecedents and consequences of mentor functions among managerial and professional women and found that women received more mentor functions from mentors with direct supervisory responsibilities, in longer relationships, and in organizations supporting such developmental relationships.

TL;DR: In this article, the authors describe literature from several domains in organizational psychology and vocational behavior in an attempt to advance theory building and research in the area of mentoring in organizations, including leader-member exchange theory, organizational citizenship behavior, social support, and socialization.

TL;DR: The National Education Longitudinal study of 1988 was used to investigate the longitudinal influence of select demographic and latent variables on the development of adolescents' occupational aspirations at three critical points in the career development process.

TL;DR: In this article, the authors surveyed the job satisfaction of 395 diversely employed adults to determine whether personality dimensions recognized in the five-factor model of personality contributed to prediction of job satisfaction beyond the contribution of congruence personality also was examined as a primary predictor.

TL;DR: This paper examined Super's concept of recycling through the stages of adult career development in a sample of 226 Australian men and women who were approximately evenly distributed across the following four steps in the uptake of a second career: (a) contemplating a change, (b) choosing a new field, (c) implementing a change and (d) change fully completed).

TL;DR: In a study of 1699 television commercials from the 1990s, the authors found that women in the advertisements were less prevalent, more likely to be shown in families, less likely to hold jobs, less likelihood to be employed in professional occupations, and less likely of exercising authority, less of displaying active/instrumental behavior, and more likely of being pictured as sex objects.

TL;DR: Using exploratory factor analysis on an overall sample of 543 participants, this paper identified a four-dimensional work ethic concept, i.e., hard work, non-leisure, independence, and asceticism.

TL;DR: This paper examined longitudinal data on the career paths of MBAs to determine the consequences of early and mid-career gaps on career success, and found that early gaps have a negative impact on income and management level.

TL;DR: This article examined the structural invariance of Holland's (1973-1985) vocational interest model across gender by submitting 14 previously published Strong Interest Inventory (SII) General Occupational Themes (GOT) scale correlation matrices to multiple structural analytic techniques.

TL;DR: In this paper, the authors address the topic of mentoring by describing substitutes for career-oriented mentoring relationships with senior managers and develop research propositions that relate these substitutes to the career success of women and nonwhite men in corporations dominated by white male executives.