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 study rated importance of 50 auditing topics to the job performance of first-year staff auditors and to successful completion of the Certified Public Accountant examination. Data were gathered from 449 respondents. A significant number of topics taught in auditing courses are important neither to job performance nor to success on the…

Using transition-rate analysis for a sample of 671 large U.S. manufacturing firms during 1978-1980, this paper explores the nature and relationship of the chief executive officer (CEO) and chair of the board of directors positions. One analysis examines CEO and board chair turnover; the other examines consolidations and separations. Includes 46…

High satisfaction with intrinsic components of the job and lower satisfaction with extrinsic components as well as low scores on the extrinsic reward contingency and high scores on the intrinsic reward contingency indicate that county extension agents tend to reward themselves for high performance whereas they perceive the organization does not.…

Suggests that the term "training" does not cover all the functions of the professionals working in human resources development. Advocates use of the term "performance management," illustrated as a department with five divisions: (1) training, (2) feedback, (3) contingency management, (4) job engineering, and (5) organization development. (CH)

If training is to make a real difference in the organization, we need an alternative to the vacuum of performance. A view exists that springs from two fundamental premises: (1) every individual operates in the context of a performance system and (2) improvements in performance will occur only if we understand the variables in that system. (JOW)

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)

Outlines a 10-step process for designing performance improvement systems which is intended to reduce time spent on the project, to assure client approval, and to assure management support. Client participation with the consultant throughout the process is stressed as the key to success. (LRW)

The survey of 56 Alberta vocational training centers for disabled persons found that skills related to dependability on the job and work related interpersonal skills were most often seen as extremely important. Other important behaviors were those relating to work safety, attendance and punctuality, and nature/amount of supervision needed.…

Reviews the literature on professional competence for home economists. States that true commitment to the mission of home economics requires action based on the established goals of the profession. One of the actions to be taken is the ensuring of professional competence through professional development activities. (CH)

Superlative performance ratings for the vast majority of teachers may indicate a problem, not a solution, to the quest for educational excellence. This article suggests ways to discourage overrating teachers and playing "pass the turkey." Successful teacher evaluation involves a team approach and a shift in principals' priorities. (MLH)

Reasons why 133 competitively employed nonhandicapped and 8 mentally retarded food service workers lost their jobs were compared. The majority of mentally retarded workers lost their jobs for productivity reasons, with some associated secondary social problems while the nonhandicapped lost their jobs for both social and production problems.…

The authors address management's need to train supervisors to use employee performance appraisals. Topics covered include (1) application and usefulness of the appraisal system, (2) various approaches to employee evaluation, and (3) training of supervisory personnel. (Author/CH)

Suggests job aids have motivational benefits and discusses three ways in which they positively affect motivation: increases worker's confidence of success and amount of effort they are willing to invest in attempting tasks; increases expectancy while decreasing amount of motivation needed; and reinforces task importance. (MBR)

The situational specificity hypothesis predicts that, if the setting does not vary, validity will not vary. Using data from a large-sample validity study numerous small-sample studies were generated for which the setting was held constant. Results indicate variability across studies in observed validity coefficients, significance levels, and…