CAREER DEVELOPMENTS AND TRANSITIONS OF MIDDLE-AGED WOMEN

Job transition behaviors of women ( N = 71; M = 42.5 yrs.) in their middle years of professional careers who had changed jobs within the previous 3 years were investigated. They were employed in a major utility company in a midwestern city where 11% of the jobs had been eliminated. The women were classified according to job transition attitudes and behaviors into groups labeled Wanters-Planners or Creators ( n = 12); Wanters-Nonplanners or Maintainers ( n = 15); Nonwanters-Planners or Conventionalists ( n = 28); and Nonwanters-Nonplanners or Reactors ( n = 16). Significant differences were obtained from three developmental perspectives: Person, Situation, and Person-by-Situation aspects of job-leaving/job-procuring behaviors. Three multivariate analyses of variance were followed by appropriate one-way analyses of variance and post hoc chi-square and Tukey's tests to identify the variations among the groups. Three multivariate discriminant analyses correctly classified the women into the four groups.     

AN EMPIRICAL INVESTIGATION OF THE PREDICTORS OF EXECUTIVE CAREER SUCCESS

This study examined the degree to which demographic, human capital, motivational, organizational, and industrylregion variables predicted executive career success. Career success was assumed to comprise objective (pay, ascendancy) and subjective (job satisfaction, career satisfaction) elements. Results obtained from a sample of 1,388 U.S. executives suggested that demographic, human capital, motivational, and organizational variables explained significant variance in objective career success and in career satisfaction. Particularly interesting were findings that educational level, quality, prestige, and degree type all predicted financial success. In contrast, only the motivational and organizational variables explained significant amounts of variance in job satisfaction. These findings suggest that the variables that lead to objective career success often are quite different from those that lead to subjectively defined success.     

DIFFERENTIAL EFFECTS OF CAREER PLANNING ON INTERNALS AND EXTERNALS

Career planning programs require participant effort to influence career progress. This study investigated the relationship of beliefs in internal vs. external locus of control of behavior (I/E) and self-reported activity four months after a one-day career planning workshop. Internally oriented secretaries took more actions to explore potential career goals and to identify means of attaining these goals. In addition, respondents to the follow-up questionnaire were more internally oriented than non-respondents. Implications for administration of career planning programs are listed.     

PREDICTORS OF OBJECTIVE AND SUBJECTIVE CAREER SUCCESS: A META-ANALYSIS

Using the contest- and sponsored-mobility perspectives as theoretical guides, this meta-analysis reviewed 4 categories of predictors of objective and subjective career success: human capital, organizational sponsorship, sociodemographic status, and stable individual differences. Salary level and promotion served as dependent measures of objective career success, and subjective career success was represented by career satisfaction. Results demonstrated that both objective and subjective career success were related to a wide range of predictors. As a group, human capital and sociodemographic predictors generally displayed stronger relationships with objective career success, and organizational sponsorship and stable individual differences were generally more strongly related to subjective career success. Gender and time (date of the study) moderated several of the relationships examined.     

TURNOVER ANALYSIS AND PREDICTION FROM A CAREER DEVELOPMENTAL POINT OF VIEW

Demographic and psychological characteristics of 479 job leavers from two plants were processed, and work stability of 110 previously tested subjects was followed up for up to eight years. The study revealed that job quitting is a career decision depending upon career type, career stage and the characteristics of the organization, from the career development point of view. These variables make it possible to predict leaving decisions by employees, and also job stability.     

风险偏好与框架效应对大学生职业决策的影响

在应用Hsee等设计的风险偏好水平问卷对46名大学生进行分组的基础上,通过设计职业决策情境,探究了当代大学生职业决策与其风险偏好、职业方案以及方案的框架性倾向之间的关系。研究结果表明：（1）高风险偏好大学生的职业选择倾向明显高于低风险偏好的大学生,尤其对冒险职业方案的选择中,上述趋势最为明显;（2）框架效应存在于大学生职业决策情境中,他们更倾向于选择采用积极口吻表述的职业方案;（3）大学生对冒险、折中、保守三种方案的职业选择倾向有显著地逐渐增大的趋势。     

GENDER,MENTORING, AND CAREER SUCCESS: THE IMPORTANCE OF ORGANIZATIONAL CONTEXT

This study examines the moderating effects of protégé sex and organizational context on relationships between senior-male mentors and objective and subjective career outcomes among midcareer managers and professionals. Extending signaling theory, and using a 3-way interaction, we found that associations between senior-male mentoring, cash compensation, and career progress satisfaction were greatest among women working in male-gendered industries. By contextualizing the protégé sex-by-mentoring interaction and by considering key mentor attributes, the results of this study provide important insights into where, why, and for whom access to a senior-male mentor is related to career success and contribute to building more complete models of the career attainment process.     

CHILDHOOD ANTECEDENTS OF ADULT WOMEN'S MASCULINITY, FEMININITY, AND CAREER ROLE CHOICES

This study explores the relationships among childhood activities, masculine and feminine characteristics, and career choices. Sixty–three career women and 62 homemakers ranging in age from 34 to 48 completed a retrospective survey of their childhood activities, interests, aspirations, and academic pursuits. The toys, games, activities, and aspirations listed by the subjects were then assigned masculinity and femininity scores and were used to predict (1) career choice (homemaker or career woman) and (2) current masculinity and femininity as measured by the Personal Attributes Questionnaire (PAQ). Adult masculinity was strongly predicted by childhood masculine interests and activities while adult femininity was only weakly predicted by childhood feminine interests and activities. Masculine interests/activities were more powerful in discriminating career women from homemakers than were feminine interests/activities. The results of this study indicate that childhood participation in sex–typed activities is associated with the adult personality characteristics of masculinity and femininity, and adult role choices. These results are discussed in light of longitudinal evidence that suggests that they reflect consistent life–long patterns.     

ENHANCING CAREER BENEFITS OF EMPLOYEE PROACTIVE PERSONALITY: THE ROLE OF FIT WITH JOBS AND ORGANIZATIONS

Organizations increasingly expect employees to demonstrate proactive behaviors. We examined person–organization fit (P–O fit) and person–job fit (P–J fit) as moderators of the relationship between proactive personality and intrinsic career success (job and career satisfaction). We hypothesized that proactive personality would be related to intrinsic career success only to the extent that individuals had high fit with organizations and jobs. In Study 1, using a sample of 295 teachers and 139 of their peers working in 15 elementary and high schools in Turkey, we found that proactive personality was positively related to job satisfaction only for individuals with high P–O fit. Furthermore, proactive personality was positively related to career satisfaction only for individuals with high P–O fit and for individuals with high P–J fit. We replicated the findings for P–O fit as a moderator of personality with respect to job and career satisfaction in Study 2, using a sample of 203 university professors in the United States. We found no support in either sample for P–J fit as a moderator of proactive personality with respect to job satisfaction. In Study 2, we found that research productivity was related to proactive personality differentially for high and low P–J fit tenure-track faculty members.     

儿童理解程度副词的特征

本实验用模糊数学方法研究4—9岁儿童对程度副词的理解特征。结果说明9岁儿童的理解达到了成熟水平;幼儿偏向于夸大理解程度副词的词义;7、8岁是发展的转折期。