Eudaimonic notions of well-being have increasingly figured in the well-being literature. The impact of such constructs in the organizational psychology literature has been more limited. Within an Organizational Health Research Framework (OHRF), we present findings that demonstrate the importance of eudaimonic, or psychological well-being (PWB),…

A meta-analysis was conducted on job demands, resources, and attitudes and their relation with burnout in regard to the COR theory. The version of the Maslach Burnout Inventory used was explored as a moderator of the aforementioned variables. Results suggest that higher demands, lower resources, and lower adaptive organizational attitudes are…

This study investigated the processes whereby hindrance and challenge stressors may affect work behavior. Three mechanisms were examined to explain the differential effects these stressors have demonstrated: job satisfaction, strains, and work self-efficacy. A model is proposed in which both types of stressors will result in increases in strains,…

Drawing upon role-making theory, this study examines which new job market entrants, following college graduation, find informal mentors and how much mentoring they receive from these mentors using a predictive design. Our results suggest that individuals lower in negative affectivity and higher in cognitive ability as well as women, individuals…

This study replicates and extends Coyle-Shapiro and Morrow's study (Coyle-Shapiro, J.A.-M., & Morrow, P.C. 2006. Organizational and client commitment among contracted employees. "Journal of Vocational Behavior, 28," 416-431) of organizational and client commitment among contracted employees. Our study focuses on temporary workers rather than…

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…

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)

This article proposes a theoretical framework to study organizational embeddedness and occupational embeddedness. Organizational embeddedness is the totality of forces (fit, links, and sacrifices) that keep people in their current organizations, while occupational embeddedness is the totality of forces (fit, links, and sacrifices) that keep people…

Facet analysis is applied to the empirical literature on moderators of gender differences. Six facets pertaining to situational and individual variables are required to classify the existing empirical research to organization moderators of gender differences. The implications of the facet classification for the study of females' career development…

Describes the contributions of Elton Mayo and the Hawthorne research team at Western Electric to the foundations of employee counseling; characteristics of 1940s-1950s counseling programs; and the historical role of mental health in industrial/occupational psychology. (SK)

Examined and assessed research published during 1985 on vocational behavior (person-environment fit, gender influences, cultural groups, career planning and decision making, and job search and recruitment) and behavioral issues in organizational settings (staffing techniques, individual behavior and performance, leadership, reactions to…

The mediating effect of organizational "time investments" on the relationship between work environment perceptions and mental health was explored in two work settings. Participants were 257 managerial-level employees in a line organization and 214 in a staff setting. Results are discussed and implications for the social responsibilities of…

Dominance analysis investigated the effects of organizational context and work-family organizational support on several outcomes for 147 employees. Work-family support contributes to job satisfaction and organizational commitment most strongly through its impact on work-family conflict. However, variance in employee affect is better explained by…

A study of 104 office workers and 127 truck drivers found a low correlation between person-job fit and person-occupation fit. Person-occupation fit better predicted intention to quit; both types influenced job satisfaction. Results supported a distinction between the two constructs. (Contains 45 references.) (SK)

Responses from 357 complete pairs of human resources executives and professionals from the same company showed that information technology has increased autonomy, the responsiveness of their information dissemination, and networking with other professionals; they spend more time in technology support activities. Organizational climate moderated…