Defines the term "burnout," why it happens, and its effects. Techniques for identifying burnout in oneself, how to protect against burnout, and how to improve the organization's defense against burnout are discussed. (CT)

New ways of identifying and measuring competency are needed to assure that the ability to perform competently is the determining factor in licensing and certification of professionals. Primary concern should be given to the assessment and evaluation of professional performance outcomes. (Author/MLW)

High school dropouts and high school graduates, of which half of each group received vocational training, were compared. Analysis showed that completing vocational training was positively correlated with higher income and job complexity level. Vocational training was a more potent influence on income level than completion of high school.…

A manager training a new employee should explain what is expected, encourage questions, allow flexibility, expect mistakes, and review procedures. When problems arise, the manager must be honest, set guidelines, and inform the employee of his/her progress. (Author/MLF)

Proposes a relatively simple, reliable technique (methods timing) for developing maintenance performance standards. (Author/MLF)

The role expectation, role performance, and leader behavior of principals in 31 Birmingham, Alabama, elementary schools were studied. Comparisons were made between teachers' and principals' perceptions and between perceptions of teachers in self-contained, team teaching, and departmentalized schools. (Author/SJL)

Reports on a study examining the relationship between specific types of downward communication and job performance within an organization. Supports the theory that factors within the job, the organization, and the employee should all be influencing agents in determining managerial style. (JMF)

The lack of validity of self-peer rating in selection is due to their "fakeability," and not to the absence of a relation between need for achievement or work motivation and performance; nor is it due to the invalidity of self-peer ratings per se as a measure of these variables. (Author)

A recent paper by Bandura concerning the self-system in reciprocal determinism is discussed. Bandura's framework is amplified slightly for use in the applied context by adding the concept of self-report. This discussion will hopefully spur research and thinking on process, in conjunction with outcome, issues. (Author)

There were initial positive effects from delegating choice over the selection of goals. The aspect of the task being delegated appears important. One cannot assume allowing others choice over some aspects of the task will be associated with positive outcomes. (Author)

This research was an attempt to determine whether there was a relationship between the interpersonal relations skills of office education teacher/coordinators and a satisfactory job performance by their students. The relationship between demographic variables of both students and teachers and the students' job performance was investigated. (Author)

Lists proposed competencies to be used in a certification program for instructional development professionals. Twenty-six areas of competency are presented, with specific knowledge levels, performances, and evaluation competencies specified for each. (BK)

Results showed gross differences between low and average IQ Ss on a number of variables. The regression results, however, indicated that the determinants of career attainment had similar effects among low and average IQ Ss, and that status attainment theory applied equally well to the two groups. (Author/DLS)

This evaluation study illustrates several ways of measuring post-training job performance, a variety of measurement problems, and the impact of evaluation upon administrative decisions. Measurement problems are discussed in terms of six dimensions. (Author)

A simulation game involved 163 employees working in self-managed teams. Given incentives, participants with external locus of control (LOC) outperformed other "externals" who did not have incentives. Persons with internal LOC were more satisfied with their supervisors than were externals. (SK)