This study investigated the similarity of the factor structure for self-reported versus supervisor-rated employability for two age groups of workers, and then validated a career success enhancing model of employability across the two age groups. The results confirmed a two-factor model including self-reported and supervisor-rated employability as…

On the basis of Conservation of Resources theory, we investigated how social support from supervisor, co-workers, life partner, and family members is associated with work-family conflicts in N=107 working mothers. We used data from a cross-sectional questionnaire and a standardized diary to examine two possible forms of interplay: (a) Social…

This study examined the degree to which blue- versus white-collar workers differentially conceptualize various job facets, namely the work itself, co-workers, supervisors, and pay. To examine these potential differences, we conducted a series of analyses on job satisfaction ratings from two samples of university workers. Consistent with the study…

This study investigated the main effects and the interaction effects of psychological contract breach and hostile attributional style on employee deviance (i.e., interpersonal deviance and organizational deviance). Data were collected from 233 employees and their supervisors in eight electronic companies in Taiwan. Results demonstrate that…

Employees' commitment to their organization is increasingly recognized as comprising of different bases (affect-, obligation-, or cost-based) and different foci (e.g., supervisor, coworkers). Two studies investigated affective and normative commitment to the organization, supervisor and coworkers in the Turkish context. The results of Study 1…

Studies documenting the positive consequences of managerial support have continued unabated, despite considerable ambiguity surrounding the conceptualization of this construct and the adoption of measures that lack specificity. Moreover, research on the positive effects of managerial support has overshadowed our understanding of the ways in which…

The present study examines the relationship between four sources of social support (i.e., spouse, relatives and friends, supervisor, and colleagues) and time and strain-based work-to-family and family-to-work conflict among 444 dual-earners. Gender differences with respect to the relationship between social support and work-family conflict were…

A survey of 138 proteges and 218 others not being mentored identified the frequency with which mentors or supervisors provided career/psychosocial functions. Mentors fulfilled a range of functions early in the relationship and continued to do so. The stimulated/challenged and psychosocial functions predominated. Nonmentors do not provide the…

Results from 179 of 346 people surveyed were as follows: (1) mentors rated their proteges' relationships with peers, supervisors, and departments less favorably than did proteges; (2) supervisors rated nonproteges' similar relationships more favorably than nonproteges did; and (3) mentors' and supervisors' ratings of their proteges/subordinates…

This paper evaluates the contribution of the multiple constituencies of commitment framework in explaining work attitudes and behaviors in a sample of Chinese manufacturing workers. Findings suggest that the organization, the supervisor, and co-workers were seen by respondents as separate commitment foci. Although the various commitments were…

Responses from 607 state government supervisors identified personality and situational factors in mentoring. Willingness to mentor was related to previous experience as a mentor or protege, educational level, and quality of relationship with supervisors. Age, locus of control, and aspiration were related to intention to mentor others. (SK)

Responses from 280 female business graduates showed that 70% had mentors (two-thirds of whom were male) and only 39% of organizations encouraged mentoring. Those who reported more mentoring had mentors who were their supervisors, were in longer mentoring relationships, or were in organizations supporting mentoring. (SK)

A three-component organizational commitment model was tested with 253 Chinese supervisor/supervisee dyads. Confirmatory factor analyses indicated that affective commitment (AC) related positively to in-role performance and organizational citizenship behavior (OCB); continuance commitment correlated negatively with OCB. Normative commitment…

Among 166 African American managers, those who were the only minority-group member in their workgroup perceived more stereotype threat. Stereotype threat was related to indirect feedback seeking and discounting of supervisors' performance feedback. (Contains 41 references.) (SK)

Males (n=123) and females (n=134) rated sexual harassment case studies, judging subordinates harassing supervisors more harshly than coworker cases. Females held organizations more responsible than males did. When behavior violated norms of role-prescribed behavior, it was more likely to be perceived as harassment. (Contains 46 references.) (SK)