A study of 1,813 college freshmen in Hong Kong showed that Holland's model of interests and personality types has considerable external validity. Students with stronger traditional Chinese values behaved less consistently with Holland's model than those with weaker traditional values. (SK)

Natives of India (n=172) completed Holland's Vocational Preference Inventory and job satisfaction measures. The inventory did not exhibit high external validity with this population. Congruence, consistency, and differentiation did not predict job or occupational satisfaction, suggesting cross-cultural limits on Holland's theory. (SK)

Undergraduates (n=92) completed the Self-Directed Search from the perspective of a clinical psychologist. Results were compared to profiles of 25 practicing psychologists. Students overestimated clinicians' most salient interests and underestimated the least salient. (SK)

A model proposing that causality and work salience moderate the influence of gender, educational level, and socioeconomic status on career maturity was tested with 288 African-American students. Work salience had the strongest direct effect on career maturity. For these students home/family had higher salience than did work. (SK)

Correlations among 43 career-related aspects (considerations influencing occupational choice) were analyzed using two data sets: the occupational database of a computerized career-guidance system and dialogs of 2,000 counselees using the system. Great similarity was found between occupational characteristics and counselees' preferences. (SK)

A study of 992 early retirees indicated that, before retirement, both pull factors (leisure) and push factors (poor health) distinguished between voluntary and involuntary retirees. Voluntary retirees had higher life-satisfaction scores and rated themselves healthier. (SK)

In a sample of health professionals (92 male, 275 female), most had same-sex (n=235) and same-race (n=285) mentors. Protege ethnicity and education, intragroup trust, leader approachability, and gender/racial composition of the mentoring pair were significant influences on psychosocial mentoring, which was associated with increased job involvement…

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)

The Missouri Occupational Card Sort (MOCS) and the Self-Directed Search were completed by 298 college students and 97 Upward Bound students. MOCS demonstrated adequate reliability. Holland's hexagonal model did not serve as an adequate factor structure for MOCS. Participants favored the MOCS. (SK)

An investigation of the relationship between work attitudes and voluntary and involuntary absences used data from 140 Israeli municipal clerks. Organizational commitment and job satisfaction were strongly related to duration of voluntary but not involuntary absences. Intention to quit was not significantly related to either type of absence. (SK)

Comparison of 683 managers selected for promotion and 683 still in middle management found that those with more education and longer tenure were more likely to be promoted. The longer it took to reach middle management, the lower the chances of advancement. Gender and race moderated the effects of organizational experience. (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…

Data from 483 workers in 172 occupations were examined for correlations of 11 congruence indices to each other and to 2 job satisfaction measures. None of the 22 correlations between indices and measures was significant. The congruence-satisfaction relationship varied according to Holland personality type. (SK)

Three studies of college students (n=178, 129, and 96) evaluated the reliability and validity of the Assessment of Attributions for Career Decision-Making instrument. Factor analysis supported a three-factor structure. The instrument demonstrated adequate internal consistency, test-retest reliability, and construct, criterion, and incremental…