Three samples (1,746 U.S. female undergraduates, 389 Brazilian female undergraduates, and 307 female university employees) were used to test a tripartite model of sexual harassment (gender harassment, unwanted sexual attention, and sexual coercion). Results confirm the generalizability of the construct across workplace and education settings and…

Examined the way people interpret ambiguous, but potentially sexual, interactions between the sexes in a work setting. Respondents (N=218) evaluated a vignette depicting such an interaction. Men interpreted the vignettes more positively than did women. Incidents initiated by women were viewed more positively. (Author/RC)

Examines differences in the degree to which 15 specific sources of job satisfaction were related to and predictive of the overall satisfaction of department chairmen in the six model environments proposed by Holland (1973). (Author)

Women whose choices were in nontraditional career fields were significantly more likely to be making choices congruent with their personality type. While sex-role orientation was not significantly related to either congruence or traditionality, masculine-typed women were most likely to make nontraditional and congruent career choices. (Author)

This study examines whether a sample of male college students, classified according to Holland's six personality types, also prefer occupational environments that are consistent with their primary personal orientations. There are no statistically significant differences in the characteristics of occupational environments preferred by male students…

Both male and female college students rated motivators as important, but females also placed importance on environmental factors. The subject's sex could be predicted by both the importance for self and importance for opposite sex ratings. Females' job preferences were related to their mothers' educational achievement. (Author)

Conducted a field study using the Osipow and Spokane (1983) scales to test the relationship of coping resources as moderators to stress-strain relationships. Found role overload to be the most significant source of strain but that coping resources contributed to moderating this and other stress-strain relationships. (Author/KS)