Career Development Programs in Business and Industry

Research and evaluation results of career development programs in business and industry indicate that a match between individual career needs and organizational goals plays a vital role in the implementation of a successful program.     

ORGANIZATIONAL CHARACTERISTICS AS PREDICTORS OF PERSONNEL PRACTICES

This study investigated the relationship between organizational context characteristics and personnel practices. The following organizational characteristics were hypothesized to influence personnel practices: industry sector, the pursuit of innovation as a competitive strategy, manufacturing technology, and organizational structure. In addition, organizational size and unionization were examined. Results based upon data obtained from 267 organizations provided support for the general hypothesis that personnel practices vary as a function of organizational characteristics. In addition to interorganizational differences in personnel practices, this study illustrates that large intraorganiza-tional differences exist with respect to the practices used for managerial and hourly employees. Implications and future research needs are described.     

COMPLAINANT CHARACTERISTICS AND REPORTED BEHAVIORS AND CONSEQUENCES ASSOCIATED WITH FORMAL SEXUAL HARASSMENT CHARGES

Eighty-one formal sexual harassment charges were examined in an attempt to identify the characteristics of individuals who file formal sexual harassment charges and describe the behaviors and employment-related consequences associated with such charges. The sex, age, marital status, educational level, occupation, and salary distributions of complainants differed significantly from the expected distributions based upon labor force statistics. As regards reported behaviors and consequences, the most compelling finding was that over 65% of the charges involved job discharge.     

Pluralistic ignorance in revenge attitudes and behavior in interpersonal relationships

We investigated whether people's perceptions of social norms concerning interpersonal revenge reflect a tendency for individuals to believe that others' revenge attitudes and behavior differ from their own (i.e., pluralistic ignorance). As part of a survey on revenge experiences in relationships with romantic partners, family members, and associates (e.g., friends), participants (N = 534) judged the acceptability and frequency of revenge in significant personal relationships. As expected, participants believed that others (a) saw revenge as more acceptable and (b) engaged in revenge more frequently than they did themselves. They did not, however, perceive others' revenge attitudes and behaviors to be any more variable than their own attitudes and behaviors actually were. Explanations for and implications of these findings are discussed.