Although the influence of workplace practices and employees' experiences with training effectiveness has received considerable attention, less is known of the influence of workplace practices on training evaluation methods. The purposes of this study were to: (1) explore and understand the training evaluation methods used by seven Taiwanese…

The study examined the relationship between the beliefs of senior staff Qatari national employees regarding training benefits as measured by the benefits of employee training, and employees' organizational commitment as measured by the three-component model of organizational commitment. This relationship was assessed through a quantitative…

Hierarchically, job content, and double plateaued employees from a variety of industries were surveyed regarding their experiences. Plateau-specific stress was higher than the stress experienced by the general population. Plateaued employees also reported more depression than the general population. Double plateaued employees reported higher…

The current research extended the three-factor (mastery, performance-approach, and performance-avoidance) measure of achievement goals in a work domain to the four-factor conceptualization (in a 2 x 2 framework) by adding items to represent mastery-avoidance goals. Confirmatory factor analysis was conducted on two independent samples to evaluate…

This special report is based on the Engineering Manpower Commission's ninth survey of a series designed to give basic salary information on engineering graduates in the United States. Government agencies (118) at the federal, state and local level provided data covering 30,414 engineering graduates. Salary figures were reported by employers via…

Collective bargaining should yield benefits for all if public managers are willing to recognize that bargaining is a system through which employees can have a meaningful say in decisions that affect their working lives, and if these managers accept their obligation to act as managers in the public interest. (Author/IRT)

Often, protecting workers from their bosses and from coercion really protects them from work. (Author/IRT)

Reports on the effects of job loss and unemployment on a group of female garment workers (N=61) and their families. Reports problems with loss of income, loss of personal meaning, changes in family organization, loss of social support, and in time management. Suggests guidelines for service programs and future research. (Author/ABL)

Results of a survey of 11,280 employees in seven Toledo, Ohio, organizations showed that a greater share of the work force participates when career development activities are part of a formal career development system. (SK)

Studied workplace justice proceedings (N=361) in a field setting. Results strongly suggest that men and women receive substantially different outcomes, i.e., women are over 50 percent more likely to prevail compared to male grievants. Results are invariant across differences in the severity and viability of the contested issues. (BH)

Ten elements which should be present in an employee motivation program are discussed in the context of achieving increased acceptance of organizational goals. They are: participation, performance measurement, knowledge of results, recognition; attitude measurement, communication, publicity, work assignment, work research, and supervisor motivation…

Described is a counseling program aimed at helping disadvantaged workers retain their jobs. (LS)

The second in a series of three articles comments on training in Local Government, the National Health Service, the Armed Services, and the Civil Service in Great Britain. (EB)