Examined person-group fit relative to training performance, absenteeism, and turnover of airline flight attendants. The main effect influence of person-group fit on performance, attendance, and turnover was not supported. Person-group fit, however, did moderate the training performance-withdrawal relationships. (Author/BL)

It has been argued that by varying the duration and dollar amount of salary increases, positive behavior can be induced. By using this concept properly, a college can expend the normal amount generally used in its salary budget and receive a greater return for the money than if across-the-board general increases are given. (MLW)

Describes an operations audit as a means of reporting the effect of such interventions as training programs on organizational productivity; discusses the value of an accurate mission statement; describes an audit conducted to learn effects of management training programs at Lutheran General; and reviews steps and measurement techniques of…

Examines the effects of communication distortion on the task perceptions of subordinates working in goal-setting programs. Concludes that (1) effective superiors who communicate openly, supportively, and with little distortion are better able to clarify their subordinates' work environment, and (2) distortion negates a goal-setting program. (PD)

Examined the relationship between work and marriage in 175 middle-aged married men in a structured interview. Results showed a significant positive relationship between perceived job competence (PJC) and perceived husband competence. Whites had higher PJC scores than Blacks. The interaction of race and wives' employment status was also…

An Interaction Management training program consists of five to ten skill modules selected on the basis of a training needs survey to meet the needs of the participating first- and second-level supervisors. (Author)

This paper describes the collaborative development of an instrument to assess graduates from 1 to 5 years after teacher education program completion. The study shows how a consortium of colleges and universities used the same instrument to gather data for research and program improvement. Examples of research results in the University of New…

Competencies derived from experience; skills; knowledge; values; or other distinguishing qualities and motivations can contribute to a person's job performance. Counselors can use competency-based behavioral interviewing to allow a candidate to demonstrate certain skills they have used in the workplace. By using such past experiences, an employer…

Noting that the use of multi-rater assessment tools (also called 360-degree feedback) in organizations has increased dramatically in recent years, this booklet provides an introduction to this growing practical literature. In addition to annotations of 56 books and journal articles published between 1990 and 1997, the booklet answers frequently…

Within any college and university, it is in the academic department where most of the work is accomplished in educating students and carrying out the institution's academic mission. Department chairs are at the front lines of policy implementation. At a recent meeting members of [New England Resource Center for Higher Education's] NERCHE's…

This study had two objectives: (1) to measure the effect of such variables as percent of research time, years of experience, and quality of graduate training upon research productivity; and (2) to determine the relationship between productivity and salaries. Results revealed no significant relationship between research productivity and salaries.…

The hypothesized interaction effect for sex of manager and sex of subordinate on reactions to supervision and work evaluation was supported in only one of four tests conducted in the work setting. Male subordinates working for male managers were least likely to understand how their performance was evaluated. (GC)

When managers apply the skills they learn, the techniques associated with leadership training often do not translate to improvements in employee productivity or in organizational productivity or profitability. (JOW)

This article describes and tests a method for distinguishing more effective time managers from less effective time managers. Characteristics (personal, family, and economic) of the respondents are examined, and the derivation of a time management scale to measure differences in time management is described. (CT)

A comparison of the performance of 10 employees using the current version of a Corporate Time Reporting Instruction and a revision prepared using Information Mapping (IM) indicates that subjects committed 54 percent fewer errors when using the IM version. Samples of both versions and evaluation forms used are included. (MER)