Although no significant relationship between undergraduate grades and long-term job success has been found, there is no evidence that the same is true for cooperative education. This study concluded that cumulative grade point average is not a useful predictor of job performance of students in cooperative education. (JOW)

Tested three alternative views for understanding work-related responses of employees, including person-centered (gender-related), situation-centered (job-related), and person-situation (joint gender- and job-related) for males (N=97) and females (N=102) in sales jobs. Found gender and job related differences. (Author/ABL)

A population of 41 manufacturing salespeople, 32 distributor salespeople, and 24 manufacturers' agents used a 7-point scale to rate 82 selling competencies. The resulting classification groups, in order of importance, are communication skills, customer relations, professionalism, selling skills, problem solving, business maturity, and management…

Responses from 195 staff nurses indicated that impact of leader's behavior was neutralized among low self-monitoring nurses, but intensified among high self-monitors. Correlations between staff nurses' job performance and their ratings of head nurses' leadership behaviors were not significant for low self-monitoring nurses but were significant for…

Replacing the old-fashioned job description of department heads with the job-results description offers a measurement of actual performance that allows principals to assess the progress of a department while they evaluate the performance of its head. (MLF)

The superintendent search consultant is employed by the board of education and must always act in the board's best interest. Boards want consultants to be friendly and courteous, provide information, and foster an aura of good feeling with candidates and the board. Candidates should receive accurate information, selection criteria briefings,…

Madzar reviews literature on feedback seeking in organizations, examining motivation, contextual influences, barriers, and particular feedback-seeking behavior of newcomers and groups. Morrison comments on some misrepresentations and confusions in the literature review. (SK)

A literature review notes how gender expectations lead to nonverbal communication differences in such behaviors as smiling, eye contact, kinesics, proximics, and decoding. The importance of the effective use of nonverbal communication in human resource development is emphasized. (SK)

Holton critiques Kirkpatrick's four-level evaluation model and presents a new model that accounts for primary intervening variables. Kirkpatrick argues that the criticism fails to account for his model's practical utility. Holton elaborates on the distinction between a model and a taxonomy. (SK)

Training directors can sustain their role in turbulent times by being knowledgeable about business, understanding the role of instructional technology, and developing a sixth sense about change. Their role can evolve into that of performance directors. (SK)

Tips for working more effectively to improve performance and realize goals include time management, enlightened empowerment, good commitments, selective problem solving, and escalation of critical problems. (JOW)

Researches secretarial writing in a medium-sized manufacturing company. Finds that secretaries' duties include correcting grammar and usage, providing proper format for letters and memoranda, and generating texts. Supports further research into the role of secretaries as producers of texts. (MM)

A comparison of 753 U.S. telecommunications workers with 655 in Hong Kong found a positive relationship between readiness for self-directed learning and job performance. U.S. respondents generally scored higher than did Hong Kong subjects on the Self-Directed Learning Readiness Scale. (SK)

Notes that academic administrators who are frequently involved with employment references and hiring should view the increasing legal implications of employment references with apprehension. Offers guidelines for checking references and for giving out references. (RS)

Behavioral Analysis and Standards for Employees (BASE) is a job analysis process that focuses on employee behavior and the standards and conditions for it. BASE is cost effective and enables participation of stakeholders. (SK)