Because person-organization fit relates to important outcomes, and because fit is a time-dependent process, there exists a need to model longitudinal data related to fit. In a multi-university sample (N=1174), we tested hypotheses concerning person-organization fit and various behavioral and attitudinal outcomes; correlations between changes in…

Developed a measure of self-efficacy expectations with regard to 50 behaviors required in career decision making and examined the relationships of career decision-making self-efficacy to several components of vocational indecision for 346 subjects. Results indicated that college students expressed considerable confidence in their ability to make…

Examined the way people interpret ambiguous, but potentially sexual, interactions between the sexes in a work setting. Respondents (N=218) evaluated a vignette depicting such an interaction. Men interpreted the vignettes more positively than did women. Incidents initiated by women were viewed more positively. (Author/RC)

Examined interaction between Type A behavior and perceived controllability of stressors on overt exhibition of Type A behavior and task performance. Results from 122 undergraduate business students indicated that Type A behavior had strongest effect on overt exhibition of Type A behavior when subjects perceived their environment as moderately…

College recruiters (N=66) evaluated the qualifications and employability of either a male or a female applicant for a supervisory position. Contrary to the hypotheses, the moderately aggressive female was rated as favorably as the moderately aggressive male and the passive male was rated as negatively as the passive female. (Author)

Compared the 40 "best" (most congruent with values) and 40 "worst" decision makers on the Career Decision Simulation. The "best" decision makers were significantly more persistent in immediately seeking information about an occupation that seemed to match one of their most important personal work values. (Author)

Tested generality and stability of Holland's vocational choice model by examining preference for avocational (leisure) activity. Developed six hypotheses relating Holland groups to particular types of avocational behavior. The initial test of these hypotheses confirmed five of the six predictions. A follow-up nine years later confirmed all six…