In this paper, a general conceptual framework for the role of consultant in the Bureau of Program Development and Diffusion as an education extension agent is presented. The key elements of the definition are (1) service, (2) local school system advocacy, and (3) developmental leadership. The operational definitions for each are viewed as…

The relationship between job scope and job satisfaction was examined for a sample of urban, predominantly blue-collar, employees. Incumbents in sixteen jobs provided data on job characteristics (N=164) and job satisfaction (N=593). Rank-order correlation coefficients were computed between mean job scope indices and mean job satisfaction levels for…

This study investigated two approaches for obtaining job ratings in order to determine which procedure provided the most stable ratings, given a constant number of raters. Specifically, it compared reliability estimates determined by averaging across individually obtained job ratings and reliability estimates based on consensus ratings from…

The findings of "A Task Analysis of Library Jobs in the State of Illinois" (ED 040723), the SERD Report (Social, Educational Research and Development, Inc.), are evaluated and applied to academic libraries in this study. The tasks are grouped by function and by training time order, and then arranged in task clusters by performance level.…

Argues that managerial style and substance are inextricably intertwined, illustrating the discussion with excerpts from an extensive study and job analysis of first-line supervisors in a food packaging plant. (JG)

The study compares public sector and private sector comparable worth litigation. Findings suggest that private sector organizations use the job classification method less than public sector employers in the litigated cases. Pay and promotion were focal points in public cases; lack of training opportunities was more prevalent in the private sector.…

This article is concerned with the importance of effectively training job analysts and provides a framework for training the job analyst. It discusses why job analysts should be trained, what type of training is available, the basics of job analysis, group facilitation, practice job analysis sessions, independent training sessions, and the…

Establishing job fitness standards requires three major steps: (1) identifying and defining the job requirements in terms of physical strength and proficiency; (2) determining tests to measure these abilities; and (3) developing evidence to support inferences drawn from test scores. These issues are discussed. (MT)

The author investigates the labor market structure and determinants of salaries for professional basketball players. An expanded version of the resource perspective is used. A three-tiered model of labor market segmentation is revealed for professional basketball players, but other variables also are important in salary determination. (Author/CH)

Points out that communication departments should ensure that students develop technological skills to increase their marketability. Provides brief descriptions of technology-related positions filled by communication graduates. (PD)

The author describes development of a new National Occupational Classification (NOC) system for Canada. The NOC will be supplemented by JOBSCAN, a database of skills, specializations, licenses, and education levels that represent both hiring criteria and occupational experience. (CH)

Surveyed public relations managers to estimate the amount of time they devoted to technical versus planning/managing tasks. Found that the planner/manager role is becoming more dominant in public relations practice. (PD)

Demonstrated the use of quantitative content validity procedures in the development of a job-related behavioral rating scale criterion for entry-level psychiatric aides. Found that 78 of 83 items were significantly job-relevant using the computation procedures of both Lawshe and Aiken. (JAC)

This article discusses several important validation issues involved in teacher certification and presents a six-stage model for determining the job-relatedness of any screening test used for selecting or certifying teachers. This model is illustrated with examples from the research related to the National Teacher Examinations. (Author)

Human resources development must be oriented toward the achievement of all objectives of organizational performance: Quality, efficiency, societal impact, employee impact. Three fundamental phases in developing a work design strategy (for improving organizational effectiveness) are explained. (BM)