This study of case law involving job discrimination on the grounds of sexual preference includes many cases showing how homosexuals holding government jobs have been affected. Within certain conditions, such discrimination in the public sector has been found illegal, a fact which could set a benchmark for private industry. (JOW)

In the 1970s, the New Jersey state legislature developed, through its Public Employment Relations Act, an expansive system of public-employment relations on the National Labor Relations Board (NLRB) model. In the past two years, however, state supreme court decisions have cut the heart out of this system. (Author/SJL)

Defines and establishes a common framework to observe, describe, and assess modifications in the public sector bargaining model that hold great promise to incorporate all groups having vital interests in the reallocation of resources through collective bargaining. (Author/MLF)

Explores the neglected free speech and free association problems inherent in public sector union-security agreements. (Author/IRT)

Reviews theories and empirical findings about self-esteem derived from the work role and its activities. Self-esteem is defined and problems inherent in its measurement are discussed. Theoretical perspectives relating self-esteem to the work role are outlined. Attitudinal and behavioral correlates of high employee self-esteem are presented.…

Problem-solving is likely to be successful under preconditions of mutual respect and constructive/supportive attitudes between the parties, management teams' anticipation of approval from its constituents, freedom and authority of the chief negotiators to take initiative, and a feeling of strong bargaining power on both sides. (Author/IRT)

Discusses the four essential ingredients comprising the wholistic performance model in the industrial/organizational context: the performance task, organizational support infrastructure, worker's capabilities, and worker's value affiliation or motivation. (Author/JEG)

Employers should keep a data base containing information on all applicants, employees, and previous employees. This information should be maintained continuously. (Author/IRT)

Among the problems are disagreement on how much information should be collected and, because of the use of broad-band tests, the difficulty of deciding who is an applicant for particular job. (Author/IRT)

Discusses the problems of public financial disclosure in two states. In New York, the governor has ordered that scientists employed by the state must comply; in California, state law requires financial disclosure and prohibits "conflict of interest" financial activities of employees of state agencies, interpreted to include universities…

Describes the purposes, form, and content of staff appraisal schemes in ten countries' public administrations and discusses a number of related trends and issues. Examines the effects of these trends in light of the organizations' experiences and draws attention to the inadequate monitoring and evaluation of staff appraisal schemes. (Author/JG)

Reviews current sources of information in public-sector labor relations, analyzes why a national information source would be beneficial to practitioners, and points out the problems associated with publishing such a service. (Author/JG)

Results of confirmatory factor analysis of data from 5 samples (308 financial professionals, 578 employees, 588 management students, 728 employees in South Korea, and 250 employees in Bangladesh) support the convergent and discriminant validities of subscales of the Leader Power Inventory (M. A. Rahim, 1988). (SLD)

Using a multidimensional measure of pay satisfaction, the Pay Satisfaction Questionnaire (PSQ), this study assessed the discriminant validity between scores on a measure of distributive justice and the PSQ with 474 employees. Confirmatory factor analysis results indicate that items from both scales loaded on the hypothesized dimensions. (SLD)

Samples of 356 management students and 102 managerial employees were used to assess the hierarchical structure of the Negative Affectivity scale of J. Stokes and I. Levin (1990). Data suggest that a higher-order model is the most satisfactory representation of the underlying structure of the scale. (SLD)