This study examines the mechanisms by which family-supportive supervision is related to employee work-family balance. Based on a sample of 170 business professionals, we found that the positive relation between family-supportive supervision and balance was fully mediated by work interference with family (WIF) and partially mediated by family…

The talent management literature declares talent management a prime concern for HRM professionals while the careers literature calls talent management archaic. Three sets of assumptions identified through comparative review of both streams of the literature were tested in a large-scale survey (n = 941). We found more support for the assumptions…

The current study examines a variety of relationships pertaining to work-family conflict among a sample of Brazilian professionals, in order to shed light on work-family issues in this cultural context. Drawing from the cultural values of Brazil and social identity theory, we examine the relationships of two directions of work-family conflict…

This paper presents case study evidence of evolutionary changes in business support functions resulting in a fundamental hollowing out of the professional space over time and distance, creating the "hourglass" profession. In an IT-enabled, boundaryless world, many professional activities can now be undertaken, in the manner of the Martini slogan,…

Although managers and professionals still compete in a career tournament for advancement and pay, the career boundaries that they cross in order to compete have changed. Traditionally, such individuals came up through the ranks within the same company by specializing in one functional area and changing, as needed, the geographic location of work…

Evaluated independence of organizational, career, and community commitment among 118 married professional women and examined influence of extra-work variables on the three commitment types. Findings suggest that organizational, career, and community commitment are independent variables; and that extra-work factors strongly influence career…

The study examines the validity of the ACE and selected subscales of the EPPS and SVIB in predicting the vocational performance of engineers. The only consistent finding was that subjective ratings of vocational performance were predicted by SVIB Group V scores; a "self-esteem" interpretation was posited. (Author)

This study examines aspects of the job and off-job lives of technical and managerial employees. Results suggest that employees' feelings of alienation carry over strongly between the two life spheres but that only limited carry-over occurs between job activities and those away from work. (Author)

Identified professional commitment as form of work commitment and defined it as relative strength of identification with and involvement in one's profession. Evaluated job involvement and organizational commitment in 728 professional and scientific employees working for major university. Findings suggest that professional commitment is appropriate…

Examined hypothesis that relationship between congruent specialty choice within occupations and satisfaction exceeds relationship between congruent occupational choice and satisfaction. Responses from 324 engineers, physicians, nurses, teachers, policemen, biologists, lawyers, and psychologists to appropriate within-occupation interest inventories…

Data on marketing executives and marketing professors with similar educational backgrounds reveal that executives have more scientific interests and less sales interests than the professors, but are less satisfied with their careers and more satisfied with their pay and the amount of work they do. (Author)

In a recent article Harlow (1973) provided some empirical data regarding the upward mobility aspirations of professional employees. The results reported here test the two hypotheses she investigated and a third hypothesis relating organizational commitment and preference for promotion. (Author)

Examined person-group fit relative to training performance, absenteeism, and turnover of airline flight attendants. The main effect influence of person-group fit on performance, attendance, and turnover was not supported. Person-group fit, however, did moderate the training performance-withdrawal relationships. (Author/BL)

This study examined relations between three career decision-making strategies (rational, intuitive, and dependent) and person--job fit among 361 professionals who had recently changed jobs. We found that the relation between each decision-making strategy and fit was contingent upon the concurrent use of other strategies. A rational strategy…

Presents an occupational classification system derived empirically and based on nine of many dimensions of professionalism. Results indicated the taxonomy represented expectations only to a moderate degree. A reasonable proportion of occupations had attributes closer to occupations in other clusters than to occupations in their own cluster.…