Among 877 individuals in dual-career families, 250 worked for the same corporation as their spouses. Being part of a coworking couple positively predicted men's prestige, tenure, and work commitment (especially younger men without children). For women, coworking corresponded with increased income and more work-family spillover (especially younger…

A model of breadth of vocational interests (BVI) with three domains (life experience, cognitive ability, personality) and three outcomes (career commitment, job involvement, stability of occupational classification) was tested with 180 men and 174 women. Development of BVI was influenced most by life experiences for women and academic achievement…

For 66 young adult couples, marriage plans were positively related to knowledge and certainty about multiple role planning. Men with more nontraditional career partners had more commitment to and involvement in multiple role planning. Women with marriage plans and nontraditional career expectations had substantially higher commitment and…

The relationship between the personal style scales of the Strong Interest Inventory and the Big Five model of personality was investigated with 740 undergraduates and a cross-validation sample of 321. No significant gender differences were observed. Personal style scales indicating living and working preferences were correlated with personality…

Tenth graders' (n=7,953) achievement perceptions were compared with their college major choices 2-4 years later. Math achievement perceptions had the strongest effect for men and lower socioeconomic status women. English achievement perceptions had stronger effects than math for middle and high socioeconomic status women. (SK)

In Finland, 151 women and 160 men were followed from age 8 to 36. High career orientation was explained by high self-control. Social activity was related to female career orientation. Both stable and unstable careers were more strongly related to personality traits in women than men. (63 references) (SK)

In a study of 906 employed graduate students, women reported less employer support for their studies, less tuition assistance, and less job training. However, women generally had been employed a shorter time, worked fewer hours, and worked in smaller organizations. (SK)

In a three-year study of 30,996 financial-services managers, logistic regression analyses showed that women were more likely to be promoted rather than hired into management positions. Relative to men, women in higher-level positions received fewer promotions than women in lower-level positions. (63 references) (SK)

Survey responses from 170 of 685 African-American graduates of historically Black colleges revealed no gender-based pay differences. Those who had White male mentors had some pay advantages over those without mentors. (SK)

Strong Interest Inventory responses from 16,484 people aged 18-22 were analyzed using differential item functioning (DIF). Sex-related differences were found on 28 occupational title items. Sex-related DIF was strongly correlated with sex-type ratings for occupations. (SK)

Analysis of results of the Skills Confidence Inventory completed by 1147 employed adults and 706 college students revealed minimal gender differences in self-efficacy within 21 occupations and 6 Holland job families. (SK)

A study assessed 62 female and 51 male young adults in 1980 and 1990. Men were far more likely to be in higher prestige majors/occupations. Similar proportions of men and women were in "Investigative" (I) occupations. When "Realistic" (R) or "Social" (S) was first in the Holland code there were gender differences, but not when R or S was second or…

In a sample of 122 African-American college students, internalized racial identity, academic classification, and parents' educational attainment were significantly related to hope. Internalized racial identity was related to vocational identity for women, but not for men. (SK)

College students (215 female, 212 male) were asked how they found recent jobs and expected to search for future jobs. Men were more likely to use personal, especially same-sex, contacts. Sources of job information, assistance, and advice tended to channel job seekers toward predominantly male or female occupations, depending on job seeker's…

Mexican-American and European-American high school juniors and seniors (n=1,139) identified perceived barriers to their academic and career goals. Females anticipated more barriers than males, particularly sex discrimination. Mexican-Americans perceived more barriers than European-Americans, both sex and ethnic discrimination. (SK)