Examined estimates of stress resulting from selected work events and perceived differences of its impact among men and women. Results indicated there is general agreement among the sexes concerning the work events that are considered the least stressful. However, most stressful work events were differentiated by sex. (Author/BL)

Denying the considerable differences between men and women only emphasizes them. Men and women tend naturally to have dissimilar goals, priorities, values, and communication styles. Those differences, unaddressed, forecast failure for both sexes in establishing effective roles in business and family life. (JOW)

Comparing cultural conceptions of sexism to those of racism, this paper identifies lack of contact, social invisibility, ethnocentrism, competition, and unequal power as factors that negatively affect women in the work place. Possible female responses to these factors include: (1) acquiescence to male dominance; (2) aggression; (3) acting and…

The author documents differences between the job-related networks of women and men in a sample of 186 recent white-collar job changers. Results indicate that women know persons in fewer occupations than do men; their networks are negatively affected by having young children and by their spouses' mobility. (Author/CH)

Examines differences between professional work setting, gender, and ethnicity, and attitudes toward brief and nontraditional therapeutic approaches. Results indicated that practitioners of minority classification, males, and individuals employed in private practice held more favorable attitudes toward brief therapeutic approaches, and ethnic…

Interviews with 1,115 male and 271 female professionals revealed significant gender differences in objective characteristics (job title, salary grade, and numbers supervised) and few differences in subjective characteristics (rewards, peer cohesion, staff support, role conflict/ambiguity, workload). (SK)

Only a leadership team that includes masculine and feminine strengths is strong and flexible enough to compete in today's marketplace. To meet current and economic challenges and to prepare for the next century, organizations should promote diversity on their leadership teams and allow women's personal leadership styles to flower. (JOW)

A survey of 62 business-communication students compared the attitudes of men and women about (1) the value of technology in making users more productive; (2) the impact of computers on people and their work environment; and (3) the relative comfort of men and women when using computers. Results indicated that women were more positive on all three…

Contends that sex differences in organizational participation are related to (1) differential recruitment of women into jobs requiring dependence and passivity; (2) selective recruitment of particularly compliant women into these jobs; and (3) control mechanisms used in organizations for women, which reinforce control mechanisms to which they are…

Investigates gender differences in smoking behavior by observing 292 men and 648 women smoking in a university workplace. Finds that men take longer breaks, smoke more cigarettes, and inhale more often than women. (MW)

A literature review notes how gender expectations lead to nonverbal communication differences in such behaviors as smiling, eye contact, kinesics, proximics, and decoding. The importance of the effective use of nonverbal communication in human resource development is emphasized. (SK)

The purpose of this study was to examine a model for investigating employee mental health in industrial environments and, more particularly, to determine the extent to which a worker's perceptionss of the environment covaried with mental health criteria. (Author)

Examined Holland's construct of congruence with job dissatisfaction among 1,869 employed persons. Developed congruence scale based on job aspirations as college freshmen, graduating major, and actual job in 1980. More men than women were dissatisfied with income, fringe benefits, and promotion opportunity. Those with high level of congruence were…

Researchers collected survey data from 315 state rehabilitation agency counselors in 16 states to examine job satisfaction and extrinsic job factors. This report provides statistical analyses and extensive descriptive data characteristics. Counselor job satisfaction correlated significantly with six extrinsic job factors, and gender differences…

Examined Central Michigan University employees' (N=449) sexual harassment experiences through employee survey. Found that (1) more women than men reported sexual harassment; (2) most common harassers cited were male co-workers, administrators, and maintenance employees; (3) harassment most frequently attributed to working conditions and hours; (4)…