Based in Conservation of Resources (COR; Hobfoll, 1989) and self-verification (Swann, 1987) theories, we argue that when workers experience conflict between the work and family domains, this should have implications for evaluations of their work performance and ultimately affect more "objective" career outcomes such as salary and hierarchical…

Although research has examined work-family issues and organizational support for employees' family responsibilities, few studies have explored the work-life issues of single employees without children. The current study examines single employees' perceptions of how their organizations support their work-life balance in comparison to employees with…

This study provides unique empirical evidence regarding a growing concern internationally: weight discrimination in the workplace. Using survey data from a national sample of 2838 American adults, it responds to Puhl and Brownell's [Puhl, R., & Brownell, K. D. (2001). Bias, discrimination, and obesity. "Obesity Research, 9", 788-805]…

In this study, we examined the consequences of harboring "modern sexist" beliefs on the career outcomes of both men and women. We argued that individuals endorsing these beliefs disproportionately rely on men (versus women) for work-related advice and, in turn, obtain more promotions than do their less sexist counterparts. Results obtained from a…

Women and nonwhite men may be able to overcome career barriers posed by lack of mentors through organizational career management and assessment systems (CMAS). CMAS could fulfill such mentoring functions as sponsorship, visibility, coaching, protection, and challenge. (SK)

In an earlier experiment, college recruiters evaluated a videotape of an interviewee who was either male or female, and who displayed either a moderately aggressive or passive self-presentation. In the present paper, two studies are presented which replicate and extend the findings of the original experiment. (Author)

Explores internal and external barriers to women's career choice, implementation, and adjustment, especially how such barriers function for lesbians. Examines issues related to coming out, workplace discrimination, and the home-work interface. (SK)

In a survey of 458 telecommunications workers, those who were positive about the workplace social climate reported fewer unwanted sexual behaviors; those who perceived equal gender treatment reported less sexual harassment; those who perceived favorable management attitudes about work and family reported fewer incidents of sexual harassment. (SK)

Studies are described which examine racial and sex role stereotyping in career information illustrations in the Occupational Outlook Handbook (OOH) and The Encyclopedia of Careers. Findings are discussed from the perspective of practical implications for vocational counselors. (Author)

Argues that Title VII of the Civil Rights Act of 1964 has turned into a retreat from nondiscrimination and counsels new approach to determining job-relatedness. Suggests that preferential treatment efforts may have devastating consequences for purported beneficiaries. Suggests specific policy initiatives for improving economic opportunities for…

Integrates findings of nine studies on workplace experiences of lesbian, gay, and bisexual people into five themes: pervasiveness of discrimination, informal and formal types of discrimination, fear of discrimination, worker openness about sexual orientation, and degree of openness versus concealment. (SK)

Levels of disability and employment history were manipulated on a job application form prior to MBA students' hearing a taped job interview. Subjects rated the interview and stated the probability that they would hire the interviewee. Evaluations of the interview and hiring probabilities were different between experimental groups. (Author)

Drawing on a national probability sample (N=2,857) of young men, used multiple regression analysis to estimate the effect of labor market discrimination on subsequent locus of control. Results indicated that perceptions of employment discrimination influenced the level of externality among Blacks, over and above racial identification. (Author/RC)

This annual review gives representative coverage of research on personnel practices and issues, work adjustment, organizational behavior, workplace justice (equal opportunities, harassment, etc.), and industrial/occupational measurement issues. The bibliography lists 438 references. (SK)

Reviews history and application of Title VII of the Civil Rights Act of 1964 to argue that adverse impact definition of test discrimination embodied in unanimous 1971 Supreme Court decision in Griggs versus Duke Power Company and its progeny is the product of successful advocacy of unelected bureaucrats rather than a product of public…