Includes two commentaries on the special section. Allen notes concerns about back translation of measurement instruments and highlights the need for more research on normative commitment. Vandenberghe addresses issues of factor structure, means comparison, and moderating effects. (Contains 10 references.) (SK)

Responses from 190 of 250 Indiana businesses surveyed found employers somewhat aware of legislation and assistive technology for people with disabilities, willing to hire them, and satisfied with their potential and performance. Public support was an important incentive for employers in providing services for the employment of people with…

Uses the Big Five personality factors as a framework for examining the expected personality characteristics of individuals who are alcohol-dependent. Results help explain prior findings about the social handicap of problem drinking with regard to making friends, dating, marriage, and working. Findings have potential use in alcohol-problem…

Discusses how to calculate the return on investment from electronic learning. Describes web-based calculators that help assess the effect of training on organizational performance. (JOW)

Case studies of four Scottish telephone call centers identified both quantitative (number of calls, average handling time) and qualitative (rapport, company pride) goals or targets set by management. Measurement of target attainment used continuous monitoring and other normative practices. Despite technological advances, the experience of call…

To demonstrate the impact of planned learning on company performance, direct relationships between training and systematic job performance improvements were observed. Results were used to refine Kirkpatrick's four-level evaluation model with an intermediate level 3.5 (performance impact) between levels 3 (behavior) and 4 (results). (Contains 29…

Surveyed administrative staff at the University of Bradford about their perceptions of the process of performance appraisal. Found that there are several inconsistencies and misperceptions that need to be addressed. (EV)

North Carolina's Professional Certification Program, established in 1986, is an effort to professionalize the status of school finance officer and provide appropriate remuneration. Finance officers are now required to satisfy 7 standards and to renew their certification annually by completing 24 contract hours in position-related minicourses and…

Changing criterion methodology was used to increase the performance rate on a vocational task by an autistic young adult in a model case demonstration. Performance rate was increased by a factor of six and maintained at eight-month follow-up. (DB)

Proposes an alternative method of employee evaluation by concentrating on appraisal instrument dimension. Compares those dimensions with organization members' constructs for productive behavior. Finds that, to the extent that the constructs and dimensions are similar, the system will be more effective in evaluating productive behavior. (MG)

The conscientious transportation director knows that self-directed evaluations are one of the most effective ways to effect improvements in job performance. This article presents nine test situations based on pupil transportation directors' actual experiences. Analysis and answers are provided. (MLH)

This paper describes the training and development (T&D) profession, discusses problems in proposing a field of practice for it, and proposes a specific field of practice for T&D. It provides an impetus for continued discussion. (Author)

Discusses performance-related pay and why the system was introduced, how it was negotiated, and how it has operated. The case study illustrated is in a British financial services company where the system was negotiated in 1986 and began in 1987. (JOW)

Wimbiscus enhances Rummler and Brache's model for improving organizational performance by defining nine performance variables and integrating the model with scholars' views of three human resource development elements: organizations, process, and job/performer. Brache and Rummler respond to parts of Wimbiscus' critique. (SK)

Finds that during organizational entry, socialization tactics, communication traits, attitudes, and values influence information/feedback-seeking behaviors, which then result in higher attributional confidence and lower role ambiguity. Shows that newcomers who actively sought information and became critically involved during early employment were…