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Sex-Based Occupational Segregation in U.S. State Bureaucracies, 1987-97 Is the extent of sex-based occupational segregation in U.S. state bureaucracies related to agency policy missions? Drawing on arguments by Lowi (1985), we contend that levels of sex-based occupational segregation in state bureaucracies vary depending on whether an agency's policy mission is distributive, regulatory, or redistributive. We employ data on the distribution of administrative and professional employees by sex in several types of state agencies across all 50 states for 1987-97. Our findings indicate high levels of occupational segregation among administrative cadres in agencies with distributive and regulatory policy commitments; however, professional workforces in these agencies have become less gender segregated over time. We find no evidence of occupational segregation among administrative and professional workforces in redistributive agencies. We argue that researchers need to examine the relationship between glass walls and other kinds of sex-based employment impediments, such as glass ceilings.

This study explores the relationships between career and psychosocial mentoring, and the employee outcomes of affective organizational commitment (AOC), job involvement, and turnover intention. The relationships between psychosocial mentoring and the employee outcomes of AOC and turnover intention were significant. Building from affective events theory, the authors found that AOC mediated the relationship between psychosocial mentoring and employee turnover intention. The study emphasizes the importance of emotion and affect by showing that employees who experienced positive mentoring events at work exhibited higher levels of AOC, which in turn led to reduced turnover intention. The implications are discussed.

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