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What conditions led the One Hundredth Congress of the United States to enact fair trade and strategic trade policies into law during 1987-88? Political partisanship is an important force, with Democrats supporting and Republicans opposing all types of trade intervention. Otherwise, the coalitions of support for and opposition to the various trade policies differ, particularly in the Senate. In that body, international business is associated with support for fair trade policies and with opposition to classical protectionism, while domestic U.S. business is associated with support for classical protectionism. Liberalism is strongly associated with support for fair and strategic trade policies but is not associated with classical protectionism. In the House of Representatives, the long-standing protectionist coalition remains an influence. Few forces in support of free trade remain in U.S. politics. Changing international market conditions rapidly affect the making of U.S. trade policy.

We propose a typology of turnover intentions that uses desire to stay and intent to stay with the firm. The typology has four categories, leavers, stayers, locked-ins, and jilteds. Two questions are addressed. First, does the typology discriminate among executives empirically? Second, how do executives in one category differ from those in other categories? Using surveys from a sample of executives, we find empirical support for the typology. Results from three-category discriminant analysis indicate stayers are line employees characterized by high job satisfaction, integration into the management team, and perception that the company provides employment security. Leavers are more likely to be staff employees and have the opposite opinions of stayers about their jobs. Jilted executives are distinguished by moderate seniority, high outside career opportunity, and somewhat low inside career opportunity. The results suggest development of a non-linear model of unplanned turnover.

The relationships among career experiences, perceptions of company employment practices, and psychological commitment to the firm are explored in this paper. Psychological commitment is defined as non-instrumental attraction to and identification with the goals and values of the organization, excluding propensity to stay in the organization. Results show that employee perceptions of the organization's adherence to career-oriented employment practices, including internal mobility, employment security, and training and development, are more strongly related to psychological commitment than other characteristics of the work context, including participation, supervisory relations, and instrumental communication. Results are discussed in terms of internal labor market employment practices.