A comparative study of mentoring among men and women in managerial, professional, and technical positions.

Linkages between a global measure of mentoring experiences, gender, and 4 outcome variables were investigated. Also, the moderating effects of gender were examined to determine whether mentoring is differentially associated with career outcomes for men and women. Business school graduates (147 women and 173 men) provided information about their backgrounds, companies, positions, mentoring practices, compensation, and compensation satisfaction. Individuals experiencing extensive mentoring relationships reported receiving more promotions, had higher incomes, and were more satisfied with their pay and benefits than individuals experiencing less extensive mentoring relationships. There were no gender differences with regard to the frequency of mentoring activities, and gender did not moderate mentoring–outcome relationships. The results are discussed within the context of a $7,990 income difference between men and women. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Factors affecting employment following spinal cord injury: A qualitative study.

Examined factors that differentiated persons with spinal cord injury (SCI) who returned to work from those who did not. Ss were 6 employed persons with SCI matched with 6 unemployed persons with SCI on the basis of education, race, age, gender, time since injury, and level of function. Semistructured interviews 1 to 2 hrs in length were completed and transcribed. The responses of the employed were compared with those of the unemployed using grounded theory. The theory is inductively derived from the qualitative data. Psychological and environmental factors were the most salient factors affecting employment in this matched sample. Key psychological factors associated with employment were optimism, self-esteem, achievement orientation, and role models. Key environmental factors were monetary incentives, disincentives, access, and accommodation. Conclusions: The development of increased optimism may promote employment for persons with SCI. Employment barriers and the perception of these barriers as insurmountable need to be decreased. Policies that promote return to work with former employers are likely to improve employment rates for persons with SCI A more intensive job exploration process using job shadowing of peers and positive peer models may also improve employment after SCI. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Internship: A recruitment and selection perspective.

In this study, we examined internship as a recruitment and selection process. On the basis of impression management theory, we hypothesized that both organizations and interns make efforts to impress the other party during the internship if they intend to hire or be hired. Using longitudinal data collected at 3 points from 122 intern–supervisor dyads in the United States, we found that 60% of internships turned into job offers from the host organizations. Interns wishing to be hired were more likely to use self-promotion and ingratiation, which increased the likelihood of job offers. Organizations wishing to hire appeared to be more open to interns' creativity, which increased interns' application intentions. For interns who indicated prior to their internship that they were not interested in working in their host organizations after graduation, supervisory mentoring did not influence their subsequent intentions to apply for full-time employment. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Sexism and Beautyism Effects in Selection as a Function of Self-Monitoring Level of Decision Maker.

The authors, in two experiments, investigated the influence of the sex and attractiveness of applicants for male and female sex-typed jobs on selection decisions made by low and high self-monitors. In both experiments, attractiveness and the congruence between applicants' sex and the sex type of the job influenced selection decisions. In addition, high self-monitors were more influenced by attractiveness and sex of the applicant when hiring for sex-typed jobs than low self-monitors, but this difference in hiring pattern was not evident when the job was gender neutral. Results indicate that job applicants may encounter different employment opportunities as a function of their sex, their physical attractiveness, the sex type of the job, and the self-monitoring level of the decision maker. Implications of results are discussed and suggestions for future research are offered. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Mentor functions and outcomes: A comparison of men and women in formal and informal mentoring relationships.

The authors examined the effects of the type of mentoring relationship and the gender composition of the relationship on mentoring functions and career outcomes reported by 352 female and 257 male protégés. Protégés of informal mentors viewed their mentors as more effective and received greater compensation than protégés of formal mentors. Protégés with informal mentors also received more career outcomes than nonmentored individuals, but no significant differences were found between nonmentored and formally mentored individuals. The gender composition of the relationship affected mentoring functions and outcomes, and protégé gender interacted with the type of relationship to affect mentoring functions. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Gender and the mentoring process for women: Implications for professional development.

Emerging views of gender are used to explicate ways in which gender affects the mentoring process of psychologists for professional roles, particularly the mentoring of women. Three aspects of mentoring functions are identified in which women mentoring women in educational and occupational settings could be quite different from men mentoring women: (1) creating new images of protégés as professional psychologists, (2) using the relationship to empower protégés, and (3) the sponsorship of protégés. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Change in job and marital experiences and change in psychological distress: A longitudinal study of dual-earner couples.

Are changes in job quality more closely linked to changes in distress for men than for women? Conversely, are changes in marital quality more closely linked to changes in distress for women than for men? These questions were addressed in a longitudinal analysis of a random sample of 210 full-time employed dual-earner couples. Change over time in job role quality was significantly associated with change over time in distress, and the magnitude of the relationship differed little, if at all, by gender. In contrast, change over time in marital role quality was also associated with change in distress, but the magnitude of the association depended on gender. Among full-time employed married women, change in marital experience was more closely linked to change in distress than among their husbands. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The association of distress and sleeping problems with physicians’ intentions to change profession: The moderating effect of job control.

The present study examined whether job control moderated the association between stress indicators (distress and sleeping problems) and intentions to change profession among 2,650 Finnish physicians. Ordinal logistic regression analysis was applied. The authors found that high levels of distress and sleeping problems were associated with higher levels of intentions to change profession, whereas high job control was associated with lower levels of intentions to change profession even after adjusting for the effects of gender, age, and employment sector. In addition, high job control was able to mitigate the positive association that distress and sleeping problems had with intentions to change profession. Our findings highlight the importance of offering more job control to physicians to prevent unnecessary physician turnover. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Race of employment interviewer and reasons given by black job seekers for leaving their jobs.

Compared the job-leaving reasons given by 40 black job seekers to black and white female employment interviewers at a state employment service. Black interviewers elicited more reasons that involved a rejection of the job by the worker or a rejection of the worker by the employer than did white interviewers. Because job-leaving reasons are often viewed by state employment service interviewers as part of a job seeker's credentials, it is possible that interviewer decisions are influenced by this racial artifact of the interviewing situation. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Gender and the relationship between job experiences and psychological distress: A study of dual-earner couples.

Examines the association between job role quality and psychological distress in a sample of 300 full-time employed dual-earner couples, controlling for such individual level variables as age, education, occupational prestige, and marital quality, and for such couple level variables as length of marriage, parental status, and household income. The magnitude of this effect is compared for men and for women. Results indicate that job role quality is significantly negatively associated with psychological distress for women as well as for men and that the magnitude of the effect depends little, if at all, on gender, casting doubt on the widely held view that job experiences more significantly influence men's mental health states than women's. The results are discussed in the context of differentiating between sex and gender differences. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Subtle effects of sex role stereotypes on recruiters' hiring decisions.

Asked 150 male job recruiters from 2 university placement officers to evaluate relevant employment materials on 1 hypothetical job applicant (male or female) for either a male-oriented (personnel technician) or female-oriented (editorial assistant) position to make a hiring decision. Results indicate that hiring decisions were not influenced independently by the applicant's sex or position for which he/she was applying, but rather by the interaction of the 2 variables. That is, significantly more females than males were recommended for hiring for the editorial assistant position, while significantly more males were recommended for the personnel technician job. Post-hoc analyses revealed different trait patterns attributed to applicants recommended for hiring based on their sex-job role congruence. Implications for further research relating to personnel-related decisions are discussed. (15 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Explication of the coping goal construct: Implications for coping and reemployment.

This longitudinal study developed a reemployment coping goal construct and examined its role in a job-loss context. Several predictors of displaced workers' reemployment coping goal intensity were examined: human capital, employment commitment, internal coping resources, and anticipation of job loss. Results show that human capital, employment commitment, internal coping resources, and anticipation of job loss positively predicted a reemployment coping goal. Human capital also directly predicted reemployment. Finally, unemployed individuals' reemployment coping goal intensity positively predicted job-search effort, which positively predicted reemployment. Implications for the process of coping with job loss and future research are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Race, gender, and opportunity: A study of compensation attainment and the establishment of mentoring relationships.

In this article, hypotheses concerned with how race, gender, and mentoring experiences account for compensation outcomes among master of business administration (MBA) program graduates are considered. African-American and Hispanic MBAs were less likely than their White counterparts to establish mentoring relationships with White men. Women with MBAs were less likely than men with MBAs to form such relationships. Graduates who had been able to establish mentoring relationships with White men displayed an average annual compensation advantage of $16,840 over those with mentors displaying other demographic profiles. There were no compensation differences between those who had established mentoring relationships with women or minority men and those who had not established a mentoring relationship. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Predictors of work injuries among employed adolescents.

Predictors of work injuries were studied in a sample of employed adolescents. The 20 predictors comprise 5 general categories of risk factors: demographic, personality, employment, health, and substance use. Data were obtained from a sample of 319 individuals ages 16 to 19. Hierarchical regression analysis revealed that all 5 categories of risk factors were related to job injuries. The significant predictors of work injuries among adolescents were gender, negative affectivity, job tenure, exposure to physical hazards, excessive workloads, job boredom, poor physical health, and on-the-job substance use. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The interleukin-1 family

Predictors of work injuries were studied in a sample of employed adolescents. The 20 predictors comprise 5 general categories of risk factors: demographic, personality, employment, health, and substance use. Data were obtained from a sample of 319 individuals ages 16 to 19. Hierarchical regression analysis revealed that all 5 categories of risk factors were related to job injuries. The significant predictors of work injuries among adolescents were gender, negative affectivity, job tenure, exposure to physical hazards, excessive workloads, job boredom, poor physical health, and on-the-job substance use.     

Sex typing and gender ideology: Two facets of the individual's gender psychology that go together.

Three studies tested the hypothesis that gendered personality dispositions are related to gender attitudes and gender discriminatory behaviors. In Study 1, sex-typed individuals were more likely than androgynous, undifferentiated, and cross-sex-typed individuals to accept gender rules designating culturally appropriate behavior for men and women. In Study 2, sex-typed individuals were particularly likely to pay attention spontaneously to the sex of job applicants and then to devalue the interview performances of women. In Study 3, only sex-typed men tended to endorse sexist language. As expected, sex typing and gender ideology go together. This relation between two facets of the individual's gender psychology indicates that some sex role inventories may tap more than expressivity and instrumentality. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

How mentoring affects the professional development of women in psychology.

Discusses the importance of mentoring for psychologists, both during graduate school and for the later acquisition of a professional position. Data concerning sex discrimination in academic settings are used to demonstrate the lack of mentoring available for women and how this may compound the problems that they face both when seeking employment and when finally ensconced in a work setting. The present authors conclude that the advice to find a mentor may place undue responsibility on women: The lack of mentors may be a problem that can only be solved by changing the academic environment. (39 ref) (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Effects of service provider attitudes and employment status on citizenship behaviors and customers' attitudes and loyalty behavior.

The relationship among job satisfaction, affective commitment, service-oriented organizational citizenship behaviors (OCBs), customer satisfaction, and customer loyalty were examined for a sample of 249 hairstylists and 1 of their corresponding customers. Employee satisfaction was positively related to service-oriented OCBs, customer satisfaction, and customer loyalty, whereas affective commitment was not related to these outcomes. The extent to which the predictor variables interacted with one another and the role of employment status on these relationships was also explored. High levels of job satisfaction or affective commitment resulted in more service-oriented OCBs for employees and self-employed workers, whereas high levels of both resulted in more service-oriented OCBs for owners. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

The use of person-organization fit in employment decision making: An assessment of its criterion-related validity.

Because measures of person-organization (P-O) fit are accountable to the same psychometric and legal standards used for other employment tests when they are used for personnel decision making, the authors assessed the criterion-related validity of P-O fit as a predictor of job performance and turnover. Meta-analyses resulted in estimated true criterion-related validities of .15 (k = 36, N = 5,377) for P-O fit as a predictor of job performance and .24 (k = 8, N = 2,476) as a predictor of turnover, compared with a stronger effect of .31 (k = 109, N = 108,328) for the more commonly studied relation between P-O fit and work attitudes. In contrast to the relations between P-O fit and work attitudes, the lower 95% credibility values for the job performance and turnover relations included zero. In addition, P-O fit's relations with job performance and turnover were partially mediated by work attitudes. Potential concerns pertaining to the use of P-O fit in employment decision making are discussed in light of these results. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Is job search related to employment quality? It all depends on the fit.

In this longitudinal study on job search, fit perceptions, and employment quality, 113 graduates completed surveys prior to organizational entry and 4 mo after entry. Job search behavior and career planning were positively related to pre-entry person job (P-J) and person-organization (P-O) fit perceptions, and pre-entry P-J fit perceptions mediated the relationship between career planning and postentry P-J fit perceptions. P-J and P-O fit perceptions were positively related to job and organizational attitudes, and pre-entry P-J fit perceptions mediated the relationship between career planning and job attitudes. Further, the relationships between pre-entry fit perceptions and employment quality were mediated by postentry fit perceptions. These results indicate that P-J and P-O fit perceptions play an important role in linking job search to employment quality. (PsycINFO Database Record (c) 2010 APA, all rights reserved)