Interest regarding the challenge-hindrance occupational stress model has increased in recent years, however its theoretical foundation has not been tested. Drawing from the transactional theory of stress, this study tests the assumptions made in past research (1) that workload and responsibility are appraised as challenges and role ambiguity and…

This study investigated the processes whereby hindrance and challenge stressors may affect work behavior. Three mechanisms were examined to explain the differential effects these stressors have demonstrated: job satisfaction, strains, and work self-efficacy. A model is proposed in which both types of stressors will result in increases in strains,…

Volunteering implies free choice, but people in some situations can feel compelled to volunteer. Hypotheses about students' volunteer work focused on self-determination and sufficiency of justification for their behavior. We examined required versus nonrequired volunteerism, internal and external motivation for volunteering, and attitudes of…

Much of the responsibility for managing careers is shifting from employers to adaptive and proactive employees. A career management intervention based on action regulation theory trained 205 white collar employees to engage actively in their own career building by increasing their self-knowledge, career goal commitment, and career plan quality. As…

A majority of the congruence-satisfaction literature has used interest measures based on Holland's theory, although the measures' accuracy in predicting job satisfaction is questionable. Divergent findings among studies on occupational congruence-job satisfaction may be due to ineffective measures of congruence and job satisfaction and lack of…

This study examined the relationships between work-role attachment variables (job involvement, affective organizational commitment, and career identification) and intention to retire. Results indicated that organizational commitment was negatively related to retirement intent. Contrary to expectations, job involvement displayed a positive…

In research on job satisfaction and on supervisor/subordinate relationships, there has been a focus on subordinates' satisfaction with their supervisors. In contrast, this study examined supervisor satisfaction with subordinates. Subjects (N=58) were bank supervisors attending a training program. Supervisors completed questionnaires on themselves…

Job stress is an area of research in which the relationships among job stressors (characteristics of the workplace) and individual strains (responses of the individual worker) are explored. The uncertainty model of occupational stress proposes that the two uncertainties (of effort-to-performance or E-->P and performance-to-outcome or P--0>)…

Mounting evidence indicates a dispositional component to global job satisfaction. Unfortunately, however, relatively little attention has been given to the potential effects of dispositions on work-related attitudes other than global job satisfaction. We used a five-year prospective design to investigate the relationships of affective disposition…

Meta analysis of 21 studies investigated type of person-environment fit measure, method of calculating fit, fit dimensions, and use of established measures. Subjective fit measures, use of correlations to calculate fit, value congruence as the fit dimensions, and use of an established measure increased effect sizes. (Contains 64 references.) (SK)

Higher order need strength (HONS) has been shown to moderate the relationship between work role characteristics and some traditional dependent variables in organizations. It was hypothesized that employees with strong HONS might be more sensitive to variability in their work environments than people with weaker HONS. This would happen because…

Until recently, most theories of vocational behavior have been designed and tested on male behaviors with exclusively male samples. Some researchers have suggested that theories of vocational behavior have had less relevance for females and other special groups because certain conditions that are relatively true for males are less true for…

Research in interviews with 651 employees of five work organizations indicated that role stresses (role ambiguity, role overload and skill underutilization) were related to employee outcomes including: overall job dissatisfaction, life dissatisfaction, low self-esteem, depressed mood, and fatigue. Concluded that people experiencing job stress…