A survey of 24 mentors and 30 proteges in formal relationships and 13 mentors and 16 proteges in informal relationships found the following factors influenced the amount of psychosocial support, career guidance, role modeling, and communication proteges reported: past mentoring experience, length of relationship, and relationship structure…

Three groups of subject-matter experts reviewed the content validity of the Newcomer Socialization Questionnaire. Its psychometric properties were supported in a study of 492 employed students; the study was replicated with 320 newly hired workers. Socialization dimensions were positively correlated with job satisfaction and organizational…

For 178 employees, perceptions of organizational politics were negatively related to manager assessments of employees' likelihood of staying. This association was true only for employees with moderate to strong exchange ideology (beliefs regarding workplace reciprocity). (Contains 45 references.) (SK)

Part-time graduate students (n=97) completed the White Racial Identity Attitude Scale (WRIAS) and Reactions to Interracial Situations at Work Questionnaire. Those with high levels of Autonomy on the WRIAS had more positive reactions. Those with high levels of Disintegration and Reintegration had more negative reactions. (SK)

Responses from 873 of 2,189 industrial relations graduates demonstrated that person-organization fit leads to higher levels of job satisfaction and career success measured by salary and job level. Respondents who fit better earned 20% higher salaries, worked at levels 11.6% higher, and reported 15% higher levels of satisfaction. (SK)

Study 1 analyzed 68 studies, identifying three constructs: workplace stressors, strains, and social support. In study 2, models of social support in the workplace were tested, finding that social support reduced strains, mitigated perceived stressors, and moderated the relationship between stressors and strain. (SK)

A survey of 214 female university employees found that gender harassment was most frequently experienced, but it was not related to age. Harassment by peers was associated with higher stress and intent to quit. Harassment by higher-level men was associated with a wider variety of negative outcomes. (SK)

The purpose of this study was to examine a model for investigating employee mental health in industrial environments and, more particularly, to determine the extent to which a worker's perceptionss of the environment covaried with mental health criteria. (Author)

Person-environment congruence as assessed by Holland's model of vocational preference was tested in a sample of 362 employees from five environmental typologies. The results indicate that congruent employees are significantly more satisfied with the job facet satisfaction measures than incongruent employees. (Author)

Examined Holland's construct of congruence with job dissatisfaction among 1,869 employed persons. Developed congruence scale based on job aspirations as college freshmen, graduating major, and actual job in 1980. More men than women were dissatisfied with income, fringe benefits, and promotion opportunity. Those with high level of congruence were…

This paper reports the findings of a study of 3193 British industrial workers which suggest that, when individually measured and analyzed, task attributes relate in different ways and in varying degrees to worker dissatisfaction. Validity may depend upon how job specialization is measured. (Author)

The purpose of the present study was to refine many of the constructs used in Holland's theory of vocational choice by investigating definitions and relationships that comprise the theory. As well, this study concerned itself with establishing usefulness of applying Holland's theory to students in a graduate school environment. (Author)

Life-span research typically begins with personal characteristics, life-course research with social context and roles. Using both points of entry will encourage interdisciplinary work as well as the study of person-context interactions. (Contains 30 references.) (SK)

Relates Holland's theory of vocational choice and congruence between personality and work environment to Cass's model of lesbian/gay identity development. Suggests that Holland's congruence and Cass's interpersonal congruence concepts need to be considered in career counseling with lesbian/gay clients. (SK)

Lesbians ages 30-45 (n=10) were asked about the experience of coming out, effect of sexual identity development on career development, effect of homophobia on careers, and effect of association with the lesbian community. Results suggest that lesbians experience a "second adolescence" in coming out, identity consolidation disrupts career…