Investigated factors influencing job satisfaction of 217 women working in 51 nontraditional occupations. Explored the occupational unique experiences confronted by women in nontraditional occupations. Identified job location, job awareness and changes, work and family roles, income and earnings, and preparation for a job as important…

Compared congruency between types of noncollege-degreed employed women's (N=171) actual occupational choices and their cognitive occupational preferences to congruency between types of personality and choices. Results indicated that, although association between types of cognitive occupational preference and actual occupational choice was superior…

Data from the Washington State Career Development Study showed that many women go between sex-typical and sex-atypical occupations. Higher work commitment slows movement from nontraditional to traditional occupations, but family variables do not constrain moves to nontraditional jobs nor speed moves to traditional ones. (SK)

Holland's Self-Directed Search, a lifestyle questionnaire, and Bem Sex Role Inventory were completed by 63 gay and 60 heterosexual males. Gay men's career interests were less Realistic or Investigative and more Artistic/Social on Holland's scale; their aspirations were less traditional than heterosexuals'. Bem Femininity and Masculinity scores…

Used data from 1982 New Beneficiary Survey to examine financial stress in retirement for highly committed women workers. Separate regressions were conducted for married and unmarried women, with attention paid to impact of gender-segregated jobs. Results suggest relative importance of work history and sociodemographic variables as predictors of…

Responses from 532 of 1,500 female technical college students in traditional training (280), nontraditional training (149), or gender-balanced (99) programs. Nontraditionals rated themselves higher on vocational self-efficacy, perceived opportunities, social support, and confidence. (SK)

Factors related to occupational choice were investigated for 180 female high school students. Influence of significant others and cost of education for expected occupation were distinguishing factors between students who expected to enter desired occupations and those who expected to enter occupations more traditional than they desired. (SK)

Training for unemployed women sponsored by the European Social Fund concentrates on nontraditional occupations, which limits choices. Increased focus on traditional areas of working class women's employment would increase their chances of obtaining training-related employment. (SK)

Analysis of British national data sets shows that, although women's representation in the sciences increased, occupational outcomes differ for men and women. Women are much more likely to be underemployed and are overrepresented in teaching. Labor-market policies, as well as education policies, need attention. (Author/JOW)

Discusses the alternative workplace, the combination of nontraditional work practices, settings, and locations that is beginning to supplement traditional offices. Looks at myths and realities, options, advantages and disadvantages, and implementation of alternative workplaces. (JOW)

To assist targeted employee recruitment efforts toward specific subgroups of the population, principles for recruiting older workers, Generation Xers, and members of minority groups are presented. (Contains 47 notes and references.) (JOW)

Discusses how some construction companies, notably BE&K in Birmingham, Alabama, are recruiting female workers/students. Describes their summer day camp for girls and their relationship with local schools. (JOW)

In 1982, the Vocational Training Council in New Zealand changed the apprenticeship program. It provided for young people to be apprenticed to industry as a whole as well as to individual employers. It promoted competency-based education, improved training for women and adults, and encouraged broad-based training. (JOW)

The author surveyed the attitudes of 1,551 North Carolinians toward sexual discrimination and nontraditional work roles. Sixty-three percent of all respondents thought that women had not been treated equally with men in being allowed to earn enough money to support themselves independently. Women were significantly different than men in their…

An analysis of a sample of exit interviews from the first women cadets to graduate from West Point (N=62) revealed that the marginal peer acceptance of tokens within a competitive, somewhat constrained atmosphere discouraged the development of sponsorships. (Author/BL)