Personality, interest, and job satisfaction measures were completed by 395 workers. Congruence did not predict job satisfaction. Personality dimensions (neuroticism, extraversion, openness, agreeableness, conscientiousness) contributed significantly to satisfaction. Extraversion and low neuroticism were unique predictors. (SK)

Relates Holland's theory of vocational choice and congruence between personality and work environment to Cass's model of lesbian/gay identity development. Suggests that Holland's congruence and Cass's interpersonal congruence concepts need to be considered in career counseling with lesbian/gay clients. (SK)

Environmental and contextual influences shape academic and career interests through their impact on self-efficacy beliefs and outcome expectations. Stereotypes, gender-role expectations, and peer pressure may truncate adolescent career choices, especially those forming gay or lesbian sexual identities. (SK)

Speculates on gay and lesbian identity formation as individuals progress through Super's life stages. Notes that there is a dearth of empirical research on the impact of gay/lesbian identity development on the completion of career stages. (SK)

Explores internal and external barriers to women's career choice, implementation, and adjustment, especially how such barriers function for lesbians. Examines issues related to coming out, workplace discrimination, and the home-work interface. (SK)

Reviews methodological issues constraining research on the career development of gay/lesbian/bisexual people. Suggests a broader span of content, theory-based research, increased representation of populations, quantitative and qualitative methods, and designs that investigate within-group and between-group differences in career experiences. (SK)

Integrates findings of nine studies on workplace experiences of lesbian, gay, and bisexual people into five themes: pervasiveness of discrimination, informal and formal types of discrimination, fear of discrimination, worker openness about sexual orientation, and degree of openness versus concealment. (SK)

Lesbians ages 30-45 (n=10) were asked about the experience of coming out, effect of sexual identity development on career development, effect of homophobia on careers, and effect of association with the lesbian community. Results suggest that lesbians experience a "second adolescence" in coming out, identity consolidation disrupts career…

According to interviews with 123 lesbians, workplace climate significantly influenced occupational stress, coping, and job satisfaction. However, disclosure did not have a significant influence on stress, coping, or satisfaction. (SK)

Survey responses from 106 of 194 university career counselors identified factors predicting higher levels of affirmative behavior with gay/lesbian/bisexual clients and with all clients: nonheterosexist organizational climate and counselor's sexual orientation. Degree to which counselors defined cultural minorities broadly also influenced the…

A survey received responses from 307 men and 147 women in managerial/professional positions. Those who use computers for work at home after office hours had higher task variety, role overload, work-family interference, and stress. However, there were no significant differences in marital and family satisfaction of those who did supplemental work…

At 2 sites information was collected from 168 workers, and their 3-letter Holland work environment codes were crossed with 3 measures of person-environment congruence. All three measures were strongly intercorrelated. The way a job was coded had a significant effect on the calculation of congruence. (SK)

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)

Graduate students (n=143) reviewed 1 of 4 descriptions of sexual harassment and completed manipulation check and judgment questionnaires. Judges' reactions were less favorable to the complainant when she had tolerated the harassment for a period of time and the harasser had above-average job performance. Females' reactions were more favorable…

College students (n=125) were asked to choose between jobs described by realistic job previews (RJP) and traditional job previews (TJP) under 4 conditions: (1) TJP high compensation; (2) both average compensation; (3) both high compensation; and (4) RJP high compensation. There was greater intent to accept the TJP job in all conditions except when…