Analysis of 361 campus recruitment interviews found that recruiter behavior did not affect applicant attraction to firms directly but influenced perceptions of job and organizational characteristics. Organizational reputation had a negative effect on attraction, possibly because applicant expectations were not confirmed by the interview. (SK)

Of 117 males with spinal-cord injuries who completed the Strong Campbell Interest Inventory in 1985, 70 took the Strong Interest Inventory in 1996. Interests remained as stable as those of nondisabled persons. Anticipated age-related increases in artistic/social and decreases in physically demanding/adventuresome interests did not occur. (SK)

Data from 200 Israeli employees on tardiness, absences, job satisfaction, and intent to leave were used to test three models. The best model for predicting satisfaction and intention used lateness and absence in two consecutive years as predictors. Demographic and environmental models showed a poorer fit. (SK)

Career plateauing was measured objectively by time since promotion and subjectively by age and tenure for 373 U.S. and European middle managers. Objectively plateaued managers were more successful when they did not perceive themselves as plateaued. Successful plateauing was not related to time since promotion or perception of one's value to the…

Study 1 (n=35) established that value discounting (perceived value of outcomes reduced as a function of perceived delay) in job choice correlated with anxiety. Study 2 (n=68) revealed that older students discounted less at short delays, more at very long ones. Study 3 (n=33) found less discounting when delay intervals were filled with some kind of…

In a study of 10th graders (15 experimentals, 15 controls) and college freshmen (12 and 13), experimentals received the Time Perspective Modification Intervention, which helps link present behavior with future outcomes. Experimentals showed significant increases in future orientation, sense of continuity, and optimism and had more highly developed…

Fifty men classed as career-traditional tended to endorse antifemininity, toughness, homophobic attitudes, and restrictive emotionality compared to 50 career-nontraditionals. The groups did not differ in status norms, attitudes about work-family conflicts, or difficulties with success, power, and competition. (SK)

A survey of 112 African-American professionals in predominantly White workplaces found that work- and race-related stressors independently influenced job satisfaction. Internal locus of control and collegial/supervisory support lessened stress. Nonwork social support did not buffer effects of race-related stressors. (SK)

Two types of market-referent information--number of applications filed and amount of information about wages--were significantly related to turnover for a sample of 152 entry-level, part-time workers. Differences between beginning wage and wage expected were also related to turnover. Referent choice theory proved useful for studying job search…

A larger canonical correlation of Self-Directed Search scores with those from the Ball Aptitude Battery for 198 high school students was found compared to results from a 1977 study being replicated. Only modest overlap between the Self Directed Search and the Ball Aptitude Battery was found. (SK)

A study of 70 pregnant working mothers before and six months after childbirth found that traditional gender-role values and perceived spousal preference influenced their employment intention before giving birth. Employment intention and spouse's income influenced return to employment after childbirth. (SK)

A meta analysis was conducted of studies examining the relationship between grade point average and salary, with salary as the dependent variable. Results suggest that grades may be meaningful predictors of current salary and somewhat meaningful for starting salary. (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)

Reviews literature on personality and vocational behavior within the framework of the Five Factor Model, in the following clusters: personality and choice-related processes, general career processes, occupational satisfaction and well-being, and organizational outcomes. Summarizes themes and suggests future research directions. Contains 170…

A literature review was structured using models of job satisfaction, organizational commitment, turnover intentions, and turnover behavior. Key findings were as follows: methodology of most studies was weak; most used cross-sectional design and self-report measures; and samples were largely executives and professionals and predominantly white. (81…