Data from the Canadian Labour Force Survey (1997) reveal that relatively few mid-life women offer ill health as a reason for leaving their job or downshifting to part-time employment, implying that the role of ill health may be inconsequential in effecting changing patterns in mid-life women's labour force activity. In contrast, interviews with 30…

Research on women in atypical occupations has generally focused on highly educated women and has neglected to compare atypically employed women to equally educated women in sex-typical occupations. Since the median American worker has only 13.6 years of schooling, the lack of research on the personality characteristics of noncollege-degreed women…

Since married women typically curtail their employment behavior to accommodate the needs of their family, it is often assumed that women have a relatively weak and unstable work commitment. However, it is erroneous to infer work commitment from behavior, since work behavior is motivated and constrained by a myriad of personal and social…

People in a shopping mall were asked to read a paragraph about an achieving woman given the title Miss, Mrs., Ms., or not given a title. Readers of Ms titled paragraph rated her less honest. No effects obtained for other rating dimensions. Results may indicate public acceptance of Ms title. (MCK)

Classifications of the quality of infant-mother and infant-father attachments were made for 59 children at 12 and 20 months of age using the Ainsworth strange situation paradigm. Stability of attachments from 12 to 20 months was examined in four groups defined by maternal employment status. (Author/RH)

Presents results of two-part mail survey (background information, modified version of short form of Minnesota Satisfaction Questionnaire measuring 21 dimensions of job satisfaction) designed to assess job satisfaction of male and female librarians in Nigeria. Review of literature, methodology, results, and conclusions are discussed. Ten references…

Efforts to explain the harassment of women in the work place have focused on sex role socialization and cultural norms conditioning men to be dominant and initiators of sexual interactions. New work relationships, however, may bring new value to intimacy which may be differentiated from dominance gestures. To test the relationship of intimacy and…

Both person-centered and situation-centered hypotheses have been posited to explain women's limited rise to top corporate positions. To test these hypotheses, 260 employed, corporate women completed a questionnaire assessing their orientations to their careers, organizations, jobs, power, performance, and subordinates. Questions concerning women's…

Three theories account for individuals' perceptions of sexual harassment: (1) men and women view and define sexual harassment differently; (2) differential sexual experiences at work account for different perceptions; and (3) gender role "spillover" accounts for perceptual differences. A sample of 1,232 working men and women supports these…

Results from this survey show: (1) turnover rates--between 7 and 10 percent--are relatively low compared to those in other service fields; (2) although not statistically significant, female turnover rate was 66 percent higher than the male rate; and (3) males are more likely to resign for another position, females to leave the workforce. (CDD)

The typical working woman is thought to make 60% of a man's wage, despite increased job skills. Facts prove this perception incorrect. Lack of progress is an artifact of changing labor market characteristics associated with the rapid growth in the numbers of women in the labor market. Low skills, low wage female entrants tend to hold down the…

The impact of economic conditions on two-earner families was examined. Three family types were studied: (1) dual-career family--both the husband and wife are in the labor force but in occupations classified as professional-technical or managerial; (2) dual-earner--both the husband and wife are in the labor force; and (3) traditional family--the…

Sexual harassment is difficult to define. A study was undertaken to examine four variables related to sexual harassment: (1) sexual harassment when behaviors are unwelcome and sexual; (2) unwelcome nonsexual behavior called nonsexual aggravation; (3) welcome sexual behavior which includes organizationally dysfunctional relations and…

As more women pursue professional careers, studies that examine the role of work in the development of women's identity are needed. To explore the developmental issues of women administrators in higher education, selected data were examined from a comprehensive study of 270 women in educational administration. Interviews related to career…

In recent years, both American and Japanese people have experienced dramatic changes in the world of work. To compare Japanese and American work ethics and attitudes toward women's employment, Japanese and English versions of the Work/Family Ethic questionnaire were completed by 205 middle-aged Japanese and American adults. An analysis of the…