Data from 372 adults who are married and/or parents were used to test a model of work-family interface that distinguishes between proximal and distal predictors of conflict. Results support an indirect reciprocal relationship between work-to-family and family-to-work conflict. Each type of conflict had three predictors: distress, overload, and…

Usable responses from 393 of 1,100 university employees yielded multiple measures of bidirectional role conflict. Family boundaries were more permeable than work boundaries: demands of work were allowed to intrude more on family roles than vice versa. No gender differences were found. (SK)

Dual-earner couples (n=399) from a sample of bank employees provided data indicating a significant relationship between bank employees' and their partners' work and family involvement, career salience, and schedule flexibility and employees' work-family conflict. Partners' work-family conflict accounted for a significant amount of variance,…

Interviews with 30 self-employed men and women indicated that family intrudes more on work for women, work intrudes more on family for men. Women emphasize the importance of self-employment flexibility for balancing work and family. Gender identity is deeply embedded in the process of constructing links between work and family life. (SK)

In a sample of 263 business college alumni and students, all categories were attracted to organizations with flexible career paths and policies. However, salient identity (primarily family, primarily career, or balanced) determined attraction to dual or traditional career paths and policies. (SK)

In a sample of 503 dual-income relocated couples (employee and accompanying spouse) in the United States and Canada, sex of accompanying spouses and their job-seeking self-efficacy were the primary determinants of their need for employment assistance following relocation. (SK)

Female college students' (n=174) perceptions of role sharing marriages and conventional marriages in which the wife is employed were examined. College-educated women assume both career and family are possible and wanted partners high in both emotional/relational and career success traits. Not all wanted to integrate work and family in the same…

Analysis of cultural imagery in 1,699 television commercials from 1992-94 showed that women were less prevalent, more likely to be shown in families, less likely to hold jobs or be in professional occupations, less likely to exercise authority, and more likely to be depicted as sex objects. Results suggest that sex stereotypes in media imagery…

Multiple structural analyses of Strong Interest Inventory General Occupational Themes (GOT) matrices for seven men and seven women indicated GOT correspondence with Holland's circular order and circumplex models. Results suggested that these models are no more or less accurate for men than for women. (SK)

Using data from managerial jobs, job variables were measured with the Position Classification Inventory and job analysis surveys. Ten judges estimated expected correlations between variables and Holland's vocational environmental constructs. Data were inconsistent only for "Realistic," one of six dimensions of the RIASEC (Realistic, Investigative,…

Shyness, academic self-esteem, and dysphoria were measured in 100 college students. Shyness was uniquely related to vocational self-concept and vocational maturity. Academic self-esteem was related only to vocational self-concept, and dysphoria had no unique associations with career variables. (SK)

Instruments based on the Theory of Work Adjustment (TWA) were completed by 45 supported employees with mental retardation and 45 nondisabled employees. More similarities than differences were found in importance and satisfaction of 17 vocational needs. Use of the TWA with workers in supported employment was validated. (SK)

Results of a study of 31 women majoring in engineering and 43 women majoring in mathematics education showed the following variables distinguished between the two groups: success expectations for traditional and nontraditional occupations, self-efficacy for traditional occupations, and outcome desirability. (SK)

Three instruments were completed by 345 undergraduates: Kuder Task Self-Efficacy Scale (KTSES), Self-Esteem Inventory, and Career Decision-Making Self-Efficacy Scale. The construct validity of the KTSES was supported, and some relationship was found between career task self-efficacy and self-esteem/career decision-making self-efficacy. (SK)

Summer interns and their volunteer mentors were sorted into 26 same-race and 50 different-race pairings. Liking, satisfaction, and contact with mentors were higher when proteges perceived themselves more similar to their mentors. Proteges of the same race as mentors reported more career support. (SK)