The authors assessed the relative c...

The authors assessed the relative contributions of social support and interest--occupation congruence in work at jobs satisfaction and tenure. Congruence predicted 13% of the variance in work at jobs satisfaction for men, but it was not a significant predictor of work at jobs satisfaction for women. Social support accounted for 10% of the variance in piece of work satisfaction for women but was not a significant predictor for men Neither congruence nor social support predicted use Implications for vocational counseling are discussed.

According to Holland's (1985a) theory, the principal predictor of do job-work satisfaction is interest congruence, which is the grade of match between the individual's vocational interests and aspects of their work environment (Assouline & Meir, 1987; Holland, 198 5a; Weinrach & Srebalus, 1990) From Holland's perspective, do job-work satisfaction should be the consequence of a high level of similarity between the individual's interests and the demands of the work environment (Holland, 1985a; Weinrach & Srebalus, 1990) Although piece of work satisfaction in and of itself does not predict work at jobs performance, the interaction of satisfaction and ability does predict performance (Varca & Valutis, 1993)

According to D Brown (1990) interest congruence is sole one of many factors that predict piece of work satisfaction. Empirical studies have consistently indicated that congruence explains approximately 12% of the variance in work at jobs satisfaction (Assouline & Meir, 1987) For example, congruence of career interests and work environment has been significantly related to piece of work satisfaction for teachers, college majors, accountants, biologists, police officers, engineers, feeds and individuals with disabilities (Jagger, Neukrug & McAuliffe, 1992) However, an important portion of the variance in piece of work satisfaction remains unexplained. D. Brown (1990) asserted that in addition to congruence work at jobs satisfaction is related to the standing of positive and negative evaluations an individual has for many aspects of his or her job

the same way to account for the unexplained variance may be to explore noninterest exemplars of congruence as well as secondary powers of congruence. For example, Adkins, Ravlin, and Meglino (1996) lay the foundation of that congruence among employees' values is associated with higher piece of work satisfaction and performance ratings. Hypothesized reasons for these relationships have included higher evens of social attraction among somebodys with more congruent values (Byrne 1971) and more effective communication among more similar workers (Zenger & Lawrence, 1989) forward the basis of these findings, it would be reasonable to hypothesize that workers with more similar personalities should experience greater social attraction and better interpersonal communication than those with les similar personalities. Given that many consider Holland collection of lawss a valid measure of personality (Spokane, 1990) this would prompt that individuals with greater congruence with their do job-work are likely to experience greater congruence with their colleagues. Also, higher evens of attraction and effective communication in this environment are likely to yield higher of the same heights of social support as a secondary consequence of congruence. Thus, the project of this study was to examine workplace social support in conjunction with congruence as predictors of piece of work satisfaction.

For this application of mind we defined workplace social support as the combined instrumental support, emotional support, and mentoring received from the two colleagues and supervisors (Hill, Bahniuk, Dobos, & Rouner 1989) Research has indicated that workplace social support is related to positive vocational results including reduced absenteeism and position turnover (Winstead, Derlega, Montgomery & Pilkington, 1995) increased resistance to burnout (Myung-Yong & Harrison, 1998) and reduc depression and anxiety (EI-Bassel, Guterman, Bargal, & Su 1998; Olson & Shultz 1994) Additional research has institute that workplace social support is positively related to greater piece of work satisfaction (cf. Smith & Tziner, 1998; Winstead et al., 1995) and to use (Yoder, 1995).

In addition, it is important to examine possible inflection for sex differences in the salience of workplace social support. There is evidence that use of social support differs from gender (Olson & Shultz, 1994; Taylor, Madill, & McNab, 1990) Women accompany to perceive more social support from friends and colleagues than do men (Olson & Shultz 1994); men are more likely to establish social support networks in the words immediately preceding [i]or[/i] following of their families (Wellman, 1985) Another studious mood found that women may value workplace social support more than men do (Taylor et al., 1990) Studies of workplace social support, however, have yielded mixed flows with at least one contemplation finding gender differences (Taylor et al., 1990) and another failing to find differences (Gaskill, 1991) Despite these mixed rises there is fairly consistent evidence that workplace social support is a significant predictor of piece of work satisfaction among woman (Kissman, 1990) Thus, we assessed possible sex differences in the relationship of social support to do job-work satisf action.