Jeffrey H. Greenhaus

Some sources and consequences of career exploration

Abstract The present research investigated (a) factors that may influence participation in career exploration, and (b) the role of anxiety in the exploration process. The sample consisted of 161 undergraduate college students. Work-role salience (the importance of work in a persons life) was positively related to participation in self-related and work-related exploration. Self-related exploration was positively related to satisfaction with the occupational decision of low anxiety students and was negatively related to satisfaction among high anxiety students. Furthermore, dissatisfaction with an occupational decision was more likely to stimulate future work-related exploration for low anxiety students than for highly anxious students. The implications of these findings for the career exploration process were discussed.

Career Salience, Work Values, and Vocational Indecision.

Abstract The purpose of this study was to relate vocational indecision to (a) the level of career salience or priority and (b) the importance attached to specific work values. One hundred fifty-three students participated in the study. It was found that low career salience was associated with a relatively high incidence of vocational indecision. In addition, students who were vocationally undecided tended to place less importance on intrinsic work values than did students who were committed to an occupation. The results suggest that there may be two sources of vocational indecision: high career-salience students who value intrinsic rewards and low career-salience students who do not value intrinsic rewards. Given the relatively small percentage of variance in vocational indecision accounted for in the present study, the need for future research was emphasized.

Relationships between perceptions of organizational size and the organizational choice process

Abstract Expectancy theory concepts were used to predict (a) the attractiveness of, (b) the amount of effort directed toward entering, and (c) the eventual choice of a job in relatively big and small work organizations. It was found, among a group of graduating seniors from a technical college, that antecedent perceptions regarding organizational size (expectancy, valence, instrumentality) were significantly related to the relative attractiveness of different-sized organizations and the number of job interviews taken with relatively big and small companies. In addition, economically tied extrinsic outcomes were seen as more readily attainable in big organizations, whereas certain intrinsic outcomes were perceived to be more easily obtained in small organizations.

Self-Esteem, Career Salience, and the Choice of an Ideal Occupation.

Abstract This study investigated the tendency to view ones chosen occupation as ideal, the meaning of an ideal occupation, and the consequences of choosing an ideal occupation. Participants were 139 students at a community college. It was found that the most likely students to consider their chosen occupation ideal were high in both self-esteem and career salience. In addition, viewing ones chosen occupation as ideal was related to its perceived capacity to satisfy intrinsic work needs. Finally, the tendency to view ones chosen occupation as ideal was associated with satisfaction with ones occupational decision regardless of level of career salience. The implications of the choice of an ideal occupation for future levels of self-esteem and career salience were discussed.

Self-Esteem, Race, and Job Satisfaction.

Abstract The present study investigated relationships between self-esteem (SE) and job satisfaction among black and white employees. The sample consisted of 523 (45% black) employees of a large, urban school system. There was a positive relationship between SE and job satisfaction for members of both racial groups. In addition, the correlation between need satisfaction and job satisfaction was stronger for high SE persons than for low SE persons. The relationships between two social reference variables (the perceived satisfaction of other employees and improved standard of living) and job satisfaction were, as predicted, stronger for low SE whites than for high SE whites. Among blacks, however, the social reference variables were strongly related to job satisfaction regardless of level of SE.

Organizational Tenure, Work Environment Perceptions, and Employee Mental Health.

Abstract The mediating effect of organizational “time investments” on the relationship between work environment perceptions and mental health was explored in two work settings. Participants were 257 managerial-level employees in a line organization and 214 in a staff setting. Results support the hypothesis of greater “responsivity” to perceived organizational stimuli for longer tenured employees, but only in the line setting. The mixed findings in the staff organization suggest that other characteristics of the environment (e.g., systems function) and of its members (e.g., organizational versus occupational identification) need to be considered. Implications for the social responsibilities of organizations to their members are offered in conclusion.

Career Salience as a Moderator of the Relationship Between Satisfaction with Occupational Preference and Satisfaction with Life in General

Summary It was predicted that the relationship between satisfaction with occupational preference and satisfaction with life in general would be greater for high career salient persons than for low career salient persons. Of three indices of career salience measured, Career Advancement and Planning provided the most support for the hypothesis. It was noted that career salience was a more powerful moderator of the relationship than sex.