Between 1980 and 2000, number of people age 75 and older will increase by 52 percent. Employment counselors who have focused attention on young people preparing for first careers face a major challenge in preparing to meet demands placed on people 55 and older who increasingly will come for help. (Author/BEF)

Results of an eight-hour training program designed to minimize rating errors supported the hypothesis that low correlations were a result of rating errors made by supervisors. Of the five predictors, four correlated significantly with the performance ratings that were conducted after the supervisors had received the training. (Author)

Reports on the development and measurement of a course to improve the communicative performance of tax enforcement officers. Includes an account of a unique content-analytic system for measuring communicative performance in situations considered flexibly formulaic transactions with objectives and prescribed strategies. (JMF)

Investigates the characteristics and relative efficacy of the procedures used in several states and the federal government to determine appropriate bargaining units. Available from Executive Enterprises Publications Co., Inc., 33 West 60th Street, New York, New York 10023; $48.00 per year. (Author/IRT)

Explains how the statistical technique of multiple regression allows a sophisticated, objective analysis of employee compensation with consideration given to the cumulative effects and interaction of legitimate personnel considerations and to discriminatory variables. (Author/IRT)

Research indicates that when self-appraisals are obtained on a "compared to others" basis, the leniency error is very strong. Using forced distributions in rating programs contributes to defensive behaviors and lowers job performance. More research should be conducted on the effects of appraisal on immediate motivation. (Author)

Results support the moderating role of employee higher order need strength (HONS). Job performance is positively related to intrinsic as well as extrinsic sources of job satisfaction for strong HONS individuals while no such relation is found for individuals with weak HONS. (Author)

A model of career development using three types of validity (empirical, content, and construct) is considered for supervisors' ratings of nonmanagers as a predictor of success as managers. As defined in the Uniform Guidelines and professional literature, all three are inapplicable to this prediction situation. (Author)

Offices using more overtime were less productive and were growing in staff size. Overtime was negatively related to satisfaction with job and pay, thus neither productive nor motivational. Implications for a general policy of overtime use on a productivity rather than a need basis are discussed. (Author)

Presents a biographical sketch and lists qualifications of John B. Slaughter, a successful Black electrical engineer, recently appointed the new director of the National Science Foundation. (CS)

Compared the predictive power of two models (work unit structure and job design) in association with employee job satisfaction. Results indicate the work unit structure did not have a significant association with employee job satisfaction. Job design emerged as an intervening variable in the work unit structure-employee job satisfaction…

Applications of moderated regression analysis in five areas of job design research are described and fully illustrated with actual survey data. Moderated regression analysis was superior to a subgroups analysis for the research questions being asked by investigators interested in job design research. (Author)

It should be deemed an unfair practice under applicable state and local laws for an employer to make a unilateral change in the terms and conditions of employment prior to the exhaustion of post-impasse procedures, whether or not the change is consistent with employer bargaining proposals. (Author/IRT)

Investigates the differential impacts of sociotechnical systems, job redesign, and survey-feedback interventions on a wide array of attitudinal and performance measures in comparable units of an organization. Attitudinal effects were quite similar; however, only the sociotechnical system intervention resulted in major productivity improvements and…

Reported is a study that outlines the factors affecting a consular officer's decision in issuing immigrant visas, and considers the proper role of discretion in such decisions. Recommendations for the control and structuring of existing discretionary power are included. The study questionnaire and data are appended. (JMD)