Describes the strategies employed parents of children with emotional or behavioral disorders use and their perceptions about how caregiving and employment responsibilities can successfully fit together. Results revealed that parents experience a serious lack of community-based services and resources necessary to support work and family obligations…

A questionnaire was completed by 88 parent workers and 56 nonparent workers (44% of total). Traditional job satisfaction facets (achievement, autonomy, structure, participation, cooperation, rewards) were significantly more important in explaining overall satisfaction of nonparents. Relationship between turnover intentions and satisfaction with…

A sample of college freshmen was surveyed in 1971 and nine years later. Achievement drive and importance attached to financial success were positively related to income. Extent to which raising a family was valued did not affect income. Strong desire for financial well-being enhanced income more for men than for women. (SK)

Examined the issue of time spent in market work by looking at married mothers' work experience during 1992. Determined that today's married mothers are twice as likely to work full time all year than their predecessors of 20 years ago. (Author)

Women's career development is characterized by balance of work and family, career interruptions, and diverse career paths. Alternative work arrangements such as flexible schedules, telecommuting, and entrepreneurial opportunities may offer women more options for work. (SK)

Women face conflicts between work and family responsibilities, especially in relation to pregnancy, child care, and elder care. Employment practices such as family-friendly policies, fringe benefits, and support services are needed to help them resolve these conflicts. (SK)

Summarizes the following issues: how women's career development is changing, how it differs for individuals, and how it is a broader social issue. Lists actions for organizations, women, and adult educators to support women's career development. (SK)

Describes the state of contingent employment in the United States and Europe; identifies economic, psychological, and social consequences; and suggests how workers can be prepared for it in terms of occupational content, career management, and family/work relationships and choices. (SK)

Faced with reduced employment security, managers are redefining careers to include work/personal life balance. Changes in any area can cause revision of career strategies. Depending on how they define careers, managers recognize career development as an individual, not an organizational, responsibility. (SK)

A study guided by Super's Life Span, Life Space approach included a survey of 119 women and 66 men about sacrifices made in life and work roles to achieve balance and satisfaction. Differences in sacrifices and satisfaction were related to the combination of life roles they occupied. (SK)

A study of 512 Canadian lawyers included 231 women (66% had mentors). Mentors influenced women's success in terms of earnings, promotions, procedural justice, social integration, and career satisfaction. Females with male mentors earned significantly more; females with male mentors had more satisfaction, less work-nonwork conflict, and more…

Responses from 61 of 67 Ohio State University extension agents who left between 1990-94 showed they were primarily female (66%), white (90%), and untenured (98%). They were most likely to leave due to other priorities, insufficient pay, family obligations, too many work responsibilities, or the opportunity to make more money elsewhere. (SK)

Female students (177 high school, 394 undergraduate, 354 graduate) completed the Attitudes toward Multiple Role Planning scales. Reliability of four of five scales was demonstrated; confirmatory factor analyses supported a four-factor model. Validity analyses confirmed hypothesized differences in role planning based on role involvement and…

Responses from 207 of 333 dual-career couples in Hong Kong showed that work influences explained more of variance in career satisfaction than did nonwork influences. Work identity was significant for men, income for women. Spouse support, career autonomy, and work-family conflict were not significant influences on career satisfaction. (SK)

Female superintendents prize spouses who are emotionally secure and supportive and assist with household chores. Partners should communicate priorities, vacation together periodically, keep healthy, stay flexible, avoid guilt, establish family rituals, stay in frequent contact, respect each others' roles, and not strive for perfect balance. (MLH)