Suchergebnisse

The boundaryless career experiences of spouses who accompany their partners in job-related relocations were examined with a heterogeneous sample of 414 spouses in dual-earner marriages. Results indicated that spouses experienced lateral interfirm mobility in terms of intrinsic job characteristics (e. g., job satisfaction, quality of work life) and downward mobility in terms of extrinsic job characteristics (e. g., pay, promotion opportunities). In addition, the quality of spouse reemployment was related to human capital variables, family power variables, role theory variables, and job search and social capital variables. These findings are discussed in terms of implications for theory and research on boundaryless careers and individual career development. Practical suggestions for career management are also provided.

A typology of negative mentoring experiences was generated utilizing multidimensional scaling techniques. Similarity ratings were obtained on 16 negative mentoring experiences identified by previous research. Multidimensional scaling results supported a three-dimensional solution for the data. Based on both subjective and empirical interpretation strategies, it was determined that individuals consider outcome severity (minor versus serious), specificity (targeted versus diffuse), and mentor function (psychosocial versus career-related) when comparing negative mentoring experiences. Connections with theoretically related areas of social science research, as well as implications for theory-building, future research, and applied practice are discuss

This study investigated intrinsic and extrinsic new job characteristics for a sample of involuntarily dismissed white‐collar workers. Results suggest employment counselors can ease the transition into satisfying new jobs by helping clients deal with the negative emotional trauma of job loss, encouraging active coping strategies, fostering realistic job expectations, and tailoring counseling to meet individual needs.

The Oxford Handbook of Work and Family features 35 chapters from leading scholars that focus on the worker, family, organization, community, and how these issues intersect. It includes razor-sharp reviews of long-standing topics of interest, fresh ideas to propel work-family research in new directions, and evidence-based practical recommendations to improve organizational practices.

Negative mentoring experiences encountered by 242 protégés across their career histories were examined. Negative mentoring experiences clustered into two factors: Distancing/Manipulative Behavior and Poor Dyadic Fit. Protégés' reports of the impact that these experiences had on them further suggested that several types of negative mentoring experiences were related to job satisfaction, turnover intentions, and stress. Finally, protégés in formally initiated mentoring relationships reported the most negative experience as having more of an effect on turnover intentions and stress than protégés in informal relationships. The results are discussed in the context of broadening the focus of mentoring research and implications for applied practice.