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The labourforce status of members of American Mensa (a high IQ group) is examined. Compared with a general US sample, the Mensans′ labour‐force participation rate was found to be higher, while the percentage not in the labourforce was lower. Multinomial logit estimation indicates that demographic variables have greater influence on the odds of individuals being in the various labourforce categories for the general US sample than for Mensans. Differences in labourforce patterns for Mensans versus the US sample are due more to differences in characteristics than to underlying behavioural differences.

The purpose of this paper is to explore the relation between college class and cigarette‐smoking behavior in the USA.

National College Health Risk Behavior Survey (NCHRBS) data were employed. Five binary and two cumulative logit equations are estimated to explore the impact of college class on: having ever tried smoking cigarettes; having smoked in the past 30 days; having ever smoked on a daily basis; whether the student currently smoked daily; whether the student had quit entirely, that is, had not smoked for the past 30 days; the number of days smoked per month; and the number of cigarettes smoked per day.

The paper finds that second‐year students were more likely than other undergraduates to be current cigarette smokers. Among current smokers, first‐ and second‐year students smoked the most days per month and second‐year students smoked the most cigarettes per day. Of students who had ever smoked on a daily basis, third‐year students were least likely to have quit and fourth‐year students were most likely.

The paper shows that since the NCHRBS was conducted only in 1995, there is no follow‐up data to determine whether the patterns have continued. It is also more difficult to disentangle college class effects from cohort and period effects.

This paper shows heterogeneity in college smoking and encourages efforts to better target anti‐smoking activities for greater effectiveness.

Given the increasing number of older individuals, exploration of age differences in attitudes toward and participation in electronic commerce is critical. This paper aims to address this issue.

Data were collected on three age groups: 18 to 25, 50 to 69, and 70 and older. Descriptive statistics were explored and chi‐squared statistics were calculated to perform tests of independence on age, participation, and attitudes.

Compared to younger respondents, those 50 and older showed greater concern about security issues and more frustration in their pursuit of product information. Respondents aged 50 to 69 made online purchases more often and were more likely to be big spenders than those 70 and older and those 18 to 25. Those 70 and older rarely made internet purchases but they did seek online information on products and services.

Further research is needed using larger sample sizes to allow exploration of differences in attitudes between individuals aged 50 to 69 and those aged 70 and over. Also, research in areas outside of Pennsylvania is needed to corroborate the findings.

Online firms that provide medical supplies and food are well positioned for elderly shoppers, since those items are large shares of their budgets. However, online firms must take into consideration the frustrations and security concerns of the aging population.

Online shopping could become the boon of the elderly by eliminating physical stresses of shopping.

The paper provides managers with a rare analysis of age differences in attitudes toward and participation in online shopping.

Drawing from attitude-behavioral intentions correspondence and target similarity, the aim of this paper is to examine the role of target-specific satisfaction facets in the relationship between factors related to professional development and older nurses' intention to remain with their organization.

In this longitudinal panel study, 422 hospital-employed registered nurses aged 45 to 64 completed a questionnaire (T1) and a second questionnaire (T2) a year later. Structural equation modeling was used to test the hypothesized model.

Availability of training and development practices targeted to older nurses at T1 was linked to intention to remain with the organization at T2 through T1 satisfaction with professional development opportunities and T2 satisfaction with the organization as a whole. Job challenge at T1 was related to intention to remain through T1 satisfaction with the job itself and T2 satisfaction with the organization.

The occupation-specific sample may limit the generalizability of the findings.

Organizations need to ensure that older nurses have the opportunity to upgrade their current job skills, to acquire new skills, to be adequately trained on the use of new technology, and to support professional development through release time, tuition reimbursement, and education leaves. Attention also needs to be directed towards job design and ensuring older nurses' jobs fully utilize their skills and expertise.

The findings demonstrate that target-specific facets of satisfaction are an important underlying mechanism linking professional development factors and older nurses' intention to remain. Organizational satisfaction, an under-researched construct, played an especially prominent role in this process.