Test scores on three pretest forms of a content-validated test were correlated with job performance ratings by social worker supervisors. The correlations predicted the job performance ratings of entry level social workers who were employed in urban settings more accurately than those of workers located in rural settings. (Author/PN)

A standardized methodology for identifying, defining, and measuring work behavior and performance rather than production, and a methodology that estimates the costs and benefits of work innovation are presented for assessing organizational effectiveness and program costs versus benefits in organizational change programs. Factors in a cost-benefit…

Discusses leadership style theories and offers an integration of the theories by describing typical characteristics, skills, philosophies, and consequences associated with each major style. An experiential exercise is described which portrays the major styles and the productivity and satisfaction each is likely to produce. Nine figures accompany…

Evaluated self and organizational responses of 384 middle level managers. Compared groups of high and low likelihood of promotion and groups of varying degrees of mutuality. Found these groups are independent. Suggests both likelihood of promotion and mutuality appear useful in clarifying managerial work motivation. (Author/JAC)

A randomly selected group of teachers, principals, and school psychologists were surveyed. Demographic variables, relationships with school psychologists, and preference ratings in five areas: referral priority; information-gathering techniques; utilization of the school psychologist; effectiveness with exceptional children; and remediation…

Using a four-level sequential model of work task mastery, proposes a process task approach to task learning involving watching and listening, assisting, participating, and performing. Identifies the social, cognitive, and self-concept components contributing to the development of traits, attitudes, and values that undergird work behavior. (RC)

Proposes five rules to help job interviewers elicit data useful in predicting job performance. Rules include: developing critical job requirements; indirect exploration of job requirements; collecting data revealing motivated work behavior (such as candidate's self-reported enjoyable achievement experiences); and summing up data. (RC)

Reports the results of a statewide survey in Texas which asked learning resources specialists to (1) rate the importance of 60 competency statements describing functional job-related skills, (2) rate their own ability to perform these functions, and (3) indicate where they felt continuing education was needed. (MER)

Examines the relative importance of externally and internally oriented achievement activities and the role of ascriptive factors for promotion and salary decisions in a large state university. Data are consistent with the hypothesis that the impact of these variables depends upon the degree of consensus among academic fields. (NEC)

Reports results of applied research with the Resident Assistant Stress Inventory. Concluded that sex, personality, job performance, experience, stress management training, and housing characteristics affect perceived anxiety among resident assistants. Suggests additional research is needed for planning inservice education programs. (JAC)

Examined relationships among real and ideal time allocation characteristics, perceptions of leader behavior, and educational level, as well as other demographic characteristics through a survey of rehabilitation counselor-supervisors (N=30). Educational level was related to how vocational rehabilitation counselor-supervisors view their role and…

Explored difficulties between public affairs officers and their commanders. Analyzed responses of commanders on the time allocations of their public affairs officers across 16 job assignments. Results indicated low agreement between what commanders perceive as happening and what they prefer. (PD)

Expectancy work motivation, central life interests, voluntarism, and selected personal and environmental characteristics were strongly related to job satisfaction of secondary and higher education teachers but only mildly related to job performance as perceived by principals and department heads. (IRT)

Describes two experiments: the first was conducted to measure the effects of written instructions given overtly in role-playing test sessions and covertly in an on-the-job performance review; the second successfully replicated the effects obtained during role-playing in the first and rated effectiveness of the performances. References are listed.…

The process of "progressive discipline" is one method of improving employee performance by documenting areas needing improvement. Each disciplinary case must be dealt with as though the administrator would be asked to argue it before an arbitrator or a court of law. (Author/MLF)