General Job Satisfaction From a Developmental Perspective: Exploring Choice—Job Matches at Two Career Stages

The authors explored predictions of general job satisfaction at early and middle adulthood and uncovered several findings about developmental processes associated with job satisfaction. Tests of life‐span career theory propositions revealed that neither choice‐job congruence nor gender added significantly to predictions of job satisfaction at 2 career stages. Earlier occupational choice and current job added to predictions of midcareer (modal age 43 years) job satisfaction, especially for men. The predictability of job satisfaction is apparently influenced by the career stage when satisfaction is appraised.     

Female Perceptions of Organizational Justice

This study examines women's conceptualization of the pervasive construct of organizational justice. A comprehensive four factor model was used to represent organizational justice while outcome variables were the important employee attitudes of job satisfaction, organizational commitment and turnover intentions. Structural equation modelling was used to analyse responses from 301 male and 147 female respondents. Differences were found for procedural, interpersonal and informational justices. It would appear female and male employees have differing responses to perceptions of justice. Justice had a diffuse effect for males, but not for females. For men, interpersonal justice predicted an increase in organizational commitment while procedural justice predicted a decrease in turnover intentions. For female employees, informational justice was found to increase commitment and reduce turnover intentions. The study highlights the need for all justice factors to be considered and for sex differences to be considered in future justice research.     

The Opinions of Minorities About Preparing for Work: Report of the Second NCDA National Survey

A report of the 1989 NCDA survey of the perceptions of American adults of their career planning, the nature of their workplaces, and the availability of and utility of occupational information is presented. The survey, which was administered by the Gallup Organization, included an oversampling of Hispanics, African Americans, and Asian-Pacific Islanders. Although the results for all groups including Whites are presented, the emphasis is upon the perceptions of minority groups.     

“小产权房”应理性看待和恰当解决

“小产权房”问题的产生既有历史原因也有现实原因，目前在关于“小产权房”地位的论争中存在两种截然相反的观点。对“小产权房”的合法化不应一概反对，应具体分析，恰当处理与疏导“小产权房”问题，从农村内部、城市内部和城乡一体化发展中寻求解决途径。     

Gender inequalities in European unemployment benefit systems

The most important structural change which has occurred on the labour market over the past 30 years is the sustained and continued growth of female labour supply. Two-earner couples have become a majority in most European countries and lone parents, mostly women, are also on the rise. On the other hand, since 1975, labour market policies have altered the quality and nature of employment in Europe by promoting atypical forms of employment where women are overrepresented. The analysis has shown us that atypical employment results in restricted access to unemployment benefits. Moreover, combining the presence of more stringent conditions with derived rights results in more and more women being dependent upon their spouses for financial as well as social protection and can even have a disincentive effect on formal labour market participation.     

行政组织边界理论基础上的我国农业行政执法体制改革理论模型研究

农业行政执法正逐步成为一项重要的农业行政职能 ,农业行政综合执法是我国农业行政执法体制改革中产生的新生事物 ,在实践中受到各方利益群体的质疑。本文以我国行政体制改革是行政边界和行政组织边界的双重边界重构为理论基础 ,研究归纳出我国农业行政执法的三种理论模型 ,并阐述了模型形成的依据和模型的替代顺序 ,认为综合执法是我国现阶段提高农业行政执法效率切实可行的选择 ,从长远来看也可能是一种过渡形式。