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Cette recherche examina les antecedents et les condquences des modtles de prioritt dans la carritre professionnelle des femmes cadres. Sept cent quatre vingt douze femmes expliqukrent leur attachement A la carritre en premier, ou A la carriere modifike en fonction de la famille. ou A la camtre orientee en fonction de la famille. L'kchantillon dans son ensemble etait plus oriente vers carriere et famille plut6t que vers camtre en premier. Des variables demographiques et situationnelles furent mises en correlation. selon les hypotheses, avec I'opkrationnalisation des modtles de prionte de cam'kres. Les femmes tournkes vers la carritre et la famille avaient davantage de partenaires et d'enfants. passaient plus de temps sur des travaux d'appoint, travaillaient moins d'heures par semaine et se trouvaient dans le bas des organigrammes. Ces femmes faisaient preuve aussi. significativement, de moins de satisfaction au travail. de moins d'implication dans leur tlche, de moins de satisfaction dans leur carrikre et de moins d'ambition. avec des intentions plus grandes de demission. Cependant, elles avaient une vie plus satisfaisante. Des suggestions sont proposees pour le dkvelopement des camtres professionnelles ,et manageriales des femmes, et pour les entreprises.This research examined antecedents and consequences of managerial and professional women's career priority patterns. Seven hundred and ninety-two women indicated their commitment to career-primary, modified careerfamily, and career-family orientations. The sample as a whole was more career-family than career-primary. Demographic and situational variables correlated with the operalisation of career priority patterns in predicted ways. Career-family women were more likely to have partners and children, spend more hours on second shift work, work fewer hours per week, and be in lower levels of management. These women also reported significantly lower job satisfaction, job involvement, career satisfaction and future career prospects, and greater intention to quit. However they reported greater life satisfaction. Implications for the career development of managerial and professional women, and for organisations. are offered.Requests for reprints should be sent to Prof. Ronald 1. Burke. Faculty of Administrative Studies. York University.

This study examined mentoring relationships in organizations from the perspective of mentors. A model which included personal and situational antecedents of mentoring was developed, based on previous research findings. Data were obtained by questionnaire from 94 mentors employed in 7 high technology firms. Support was found for the proposed model Mentor-protege similarity emerged as an important predictor of mentors' functions Practical implications of the findings for organizations and further directions for research on mentoring are proposed.

This study investigates the work‐family expectations of the next generation Canadian and Chinese managers and professionals. Three hundred and seventy‐four Canadian and Chinese business students of both sexes were surveyed about their expectations about their own and their spouse’s/partner’s future occupational and family roles. The data revealed that Chinese of both sexes attached greater value to their occupational role and would commit more time to it than Canadians. They also anticipated less difficulty balancing work and family. Men and women in both countries expected traditional gender roles in their future marriages with women performing more household tasks, being less well paid and having less prestigious jobs. Canadian women expected a larger decrease in time for paid work and a larger increase in time for household tasks than Canadian men did during the second five years after graduation, however this sex difference was non‐existent in China.