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Purpose - To examine the existence of career psychological contracts and consequences of perceived violations for traditional, protean and boundaryless career psychological contracts in one sample of aerospace employees.Design methodology approach - Structured questionnaires were used to collect data. Regression analysis was used to test hypotheses.Findings - Most employees consider traditional career goals like job security and upward mobility important, but believed the organization failed to meet these perceived obligations. Perceived violations of psychological contract obligations for job security and training reduced organizational commitment, and violations of perceived upward mobility opportunity obligations were related to intentions to leave. Employees' commitment to managers moderated the effect of low levels of organizational career contract violations, but had no effect on intentions to leave if managers violated psychological career contracts or if the organization had a high level of perceived career psychological contract violations.Originality value - Organizations could benefit from providing more training in career support for managers and scholars should examine organizational and managerial psychological contracts as separate constructs.

Purpose - This paper seeks to review gender differences in career goals and career tactics of men and women in the People's Republic of China (PRC).Design methodology approach - Survey results were used to identify empirical differences in career beliefs of 233 managers employed in 16 organizations in the PRC.Findings - Women and men were equally likely to value achievement, contributing to the family, and collectivism as career goals and to use loyalty to superiors, and networking as career tactics. Women were more likely than men to try to learn more and to want to get more education as career tactics.Research limitations implications - The non-random sample that does not include every province in the PRC and the low scale internal consistency limit these findings.Practical implications - Gender discrimination based on beliefs that women will be less loyal or ambitious are not justified by these results.Originality value - These results challenge stereotypes about Chinese women and provide information rarely examined.

The study examined relationships among work and family role stressors, work-family conflict, social support, and well-being using data gathered from 119 men and 119 women who were partners in a two-career relationship. Results showed that within- domain relationships of stressors with well-being are stronger than between-domain relationships. Thus, work and family role stressors were primarily related to job satisfaction and family satisfaction respectively, whereas work and family role stressors as well as work-family conflict were associated with overall life stress. Similar results were found for the relationships of social support with well-being. Work support was associated with increased job satisfaction. While spouse support was associated with greater family satisfaction. Some gender differences were found in the relationships of stressors as social support with well-being. Implications of the findings for future research on work-family dynamics were discussed.

Survey data from 943 supermarket-chain employees attempting to establish employee-owned-and-operated stores following a massive shutdown of supermarkets by a nationwide chain are reported. Sources of employees' motivations for choosing a buy-out attempt are investigated. This investigation helps determine the feasibility of employees supporting ownership as an alternative to job loss and permits an examination of the underlying interest in worker participation that may be aroused by crises. It is found that employees inclined toward employee ownership hold stronger entrepreneurial and collective attitudes than other employees; they also make more money and are more likely to have been laid off already. Discriminant analyses show that, in contrast to the findings of past studies, entrepreneurial and collective attitudes are generally more important determinants of differences between employees opting for employee ownership and other employees than situational factors.

Traditional assumptions connecting organizational career assistance programs with increased employee satisfaction and commitment to organizations are questioned. The application of March and Simon's (1958) framework to individual career decisions yields a model in which a match between individual and organizational career plans is the main determinant of a worker's satisfaction and decision to remain with an organization. Data for exploring the degree of empirical support for the relationships in the model are obtained from 266 questionnaires completed by individuals participating in business management courses at Temple University. Path analysis of the model's structural equations is conducted with ordinary least squares estimation of the model's parameters. Data indicate that the degree of perceived matching between individual and organizational career plans is linked to individuals' attitudes concerning their desires to leave or stay with an organization. Participation in formal career management programs does not seem to have such an effect.

The study examined relationships among work and family role stressors, work-family conflict, social support, and well-being using data gathered from 119 men and 119 women who were partners in a two-career relationship. Results showed that withindomain relationships of stressors with well-being are stronger than between-domain relationships. Thus, work and family role stressors were primarily related to job satisfaction and family satisfaction respectively, whereas work and family role stressors as well as work-family conflict were associated with overall life stress. Similar results were found for the relationships of social support with well-being. Work support was associated with increased job satisfaction, while spouse support was associated with greater family satisfaction. Some gender differences were found in the relationships of stressors and social support with well-being. Implications of the findings for future research on work--family dynamics were discussed.

Predictors of providing support among two-earner couples have rarely been examined. This paper reviews existing literature on work family dynamics and proposes that providing support is a consequence of factors in the support environment, the provider's resources, and the provider's willingness to provide support based on perceptions of equity, appropriateness, and rewards.