Vocational and organizational behavior, 1985: A review

Greenhaus, Jeffrey H.; Parasuraman, Saroj

doi:10.1016/0001-8791(86)90001-1

Cited by 46 publications

(24 citation statements)

References 341 publications

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“…In reviewing the research published in 1983, Tinsley and Heesacker (1984) found only six investigations in which the central focus was on the career development of minority groups. Subsequent reviews of the literatures (Borgen, Layton, Veenhuizen and Johnson 1985Greenhaus and Parasuraman, 1986;Russell, 1987) revealed similar numbers. Publication trends during the 1960s-1980s parallel certain societal events.…”

Section: Quantity Type and Location Of Articlesmentioning

confidence: 85%

“…We agree with Cummings (1978) that the distinction in topic domain between OB and HRM is ambiguous such that attempts to set domain boundaries are largely arbitrary. Consequently, we combined the areas specified in the Academy of Management Personnel/ Human Resource Management Division's domain statement with topics identified through a review of the tables of contents of several major texts on organizational behavior (Hampton, Summer and Webber, 1987;Gibson, Ivancevich and Donnelly, 1985;Cohen, Fink, Gadon and Willits, 1984). This resulted in 20 categories as follows: (1) career planning and development;…”

Section: Taxonomy Of Articlesmentioning

confidence: 99%

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Invisible men and women: A status report on race as a variable in organization behavior research

1990

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Twenty-five years after passage of the Civil Rights Act, the full integration of racial minorities in the Unites States workforce has still not been achieved. Recent demographic trends indicating that the workforce will be increasingly composed of racial minorities make this a critical issue for academics and practitioners alike. This paper reports on a review of journal research -addressing issues of race in organizations. Articles published in twenty major outlets for organization behavior research between 1964 and 1989 were reviewed. Data on the quantity, types and topics of published work are presented. Results indicate that the amount of total published research is small relative to the importance of the topic, that the recent trend is for less rather than more research, that the designs and research questions have been very narrow, and that the topics covered are not representative of the domain of organization behavior. Based upon the findings, some suggestions for future research are offered.' An earlier version of this paper was presented at the Career Division Workshop of the 1988 Academy of Management Meeting. We are grateful to Clayton Alderfer and David Thomas for their suggestions in revising the manuscript.

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Section: Quantity Type and Location Of Articlesmentioning

confidence: 85%

Section: Taxonomy Of Articlesmentioning

confidence: 99%

Invisible men and women: A status report on race as a variable in organization behavior research

1990

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“…Consistent with this, in a review of organizational sciences research that was published in 1985, Greenhaus and Parasuraman (1986) suggested that studies investigating gender and workplace behavior "(1) include samples of women and men, (2) conceptualize variables at a sufficient level of abstraction to be potentially relevant to women and men, and (3) use gender as a moderator variable as well as a 'main effect"' @. 158).…”

Section: Gender and Gender Concentmtionmentioning

confidence: 98%

A Longitudinal Investigation of Interest Congruence and Gender Concentration as Predictors of Job Satisfaction

Fricko

Beehr

1992

Personnel Psychology

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Based on a rationale derived from discrepancy theories of job satisfaction, person‐environment congruence was examined for its prediction of job satisfaction among college graduates over a 7‐year period. Data were from university records and a survey of 253 graduates who were employed full time. Congruence of the students’college majors and their jobs predicted their subsequent job satisfaction regardless of whether this congruence was a perceptual or a more objective measure, while congruence between the interests the participants expressed on an interest inventory (the Strong‐Campbell Interest Inventory) during their freshman orientation did not. A three‐way interaction of gender, gender concentration of Occupation, and interest congruence predicting job satisfaction was hypothesized. Although a three‐way interaction was significant, it was not as predicted. Potential explanations involving the nature of decisions involving college majors and jobs and the stage of career development of participants are discussed.

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“…Work-family conflict is typically defined as “interrole conflict in which the role pressures from the work and family domains are mutually incompatible” [25–27]. The perceived levels of work-family conflict have potentially increased the last decade due to increasing numbers of employed parents in the labor force.…”

Section: Introductionmentioning

confidence: 99%

Adverse trajectories of mental health problems predict subsequent burnout and work-family conflict – a longitudinal study of employed women with children followed over 18 years

2016

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BackgroundThe long-term consequence of experiencing mental health problems may lead to several adverse outcomes. The current study aims to validate previous identified trajectories of mental health problems from 1993 to 2006 in women by examining their implications on subsequent work and family-related outcomes in 2011.MethodsEmployed women (n = 439) with children were drawn from the Tracking Opportunities and Problems-Study (TOPP), a community-based longitudinal study following Norwegian families across 18 years. Previous identified latent profiles of mental health trajectories (i.e., High; Moderate; Low-rising and Low levels of mental health problems over time) measured at six time points between 1993 and 2006 were examined as predictors of burnout (e.g., exhaustion and disengagement from work) and work-family conflict in 2011 in univariate and multivariate analyses of variance adjusted for potential confounders (age, job demands, and negative emotionality).ResultsWe found that having consistently High and Moderate symptoms as well as Low-Rising symptoms from 1993 to 2006 predicted higher levels of exhaustion, disengagement from work and work-family conflict in 2011. Findings remained unchanged when adjusting for several potential confounders, but when adjusting for current mental health problems only levels of exhaustion were predicted by the mental health trajectories.ConclusionsThe study expands upon previous studies on the field by using a longer time span and by focusing on employed women with children who experience different patterns of mental health trajectories. The long-term effect of these trajectories highlight and validate the importance of early identification and prevention in women experiencing adverse patterns of mental health problems with regards to subsequent work and family-related outcomes.

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Vocational and organizational behavior, 1985: A review

Cited by 46 publications

References 341 publications

Invisible men and women: A status report on race as a variable in organization behavior research

Invisible men and women: A status report on race as a variable in organization behavior research

A Longitudinal Investigation of Interest Congruence and Gender Concentration as Predictors of Job Satisfaction

Adverse trajectories of mental health problems predict subsequent burnout and work-family conflict – a longitudinal study of employed women with children followed over 18 years

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