Information from the Minnesota Multiphasic Personality Inventory (MMPI) can be related to vocational interests, career selection, and job performance. Use of the MMPI in career counseling depends on the extent of counselor training and expertise and on counselor views of the role of career counseling in human development. (SK)

Describes the development of the Aging, Learning, and Work Quiz, a 40-item, true-false self-assessment inventory about changes in learning and work behavior brought about by aging. The quiz has six categories: biology, psychology, learning, decision making, work performance, and health. The quiz and 73 references are provided. (SK)

The behaviorist, cognitivist, and humanist approaches to learning all have advantages and disadvantages. A teaching cycle that uses all three techniques related to individual learning styles (theoretical, pragmatic, reflective, activist) may be the best route to achieving peak performance. (SK)

A study examined starting and current salaries of exempt employees between 1976 and 1986 by a large private firm. Women's salary disadvantage could be traced largely to their salary differential at the time they were hired. (Author)

Personal, instructional, and organizational factors help or hinder the transfer of learning from class to job, states the author. He provides 20 ways to improve transfer and maintenance that are designed to keep the retention curve as high as possible. (SK)

Summarizes preliminary results of a 3-year study of 250 new head teachers in secondary schools throughout England and Wales. The main problems confronting new head teachers involved relationships with the senior management teams. Most head teachers continued to teach, were involved in curriculum development, and exerted stronger instructional…

Conflict between work and family roles can be stressful and damaging to the job performance of both sexes. Instruction in combining these roles will improve the quality of life, increase worker productivity, and enable workers to exert a constructive influence on business, industry, and government in stimulating changes in policy and practice. (SK)

Performance standards help define more clearly the behaviors necessary for evaluated persons to perform their jobs successfully. This article discusses how performance standards differ from criteria; outlines formats; and presents a behaviorally anchored rating scale. (MLH)

Before designing and implementing an evaluation program for principals, districts must determine purpose. Districts that weave both purposes (accountability and professional improvement) into a comprehensive evaluation program reap important benefits. Three basic phases are involved--planning, collecting information, and using information. (MLH)

Studies the effect of sex on the correlation between job satisfaction and self-evaluation using two experiments with college students. Results of both studies indicate that women rate their performance lower when they are dissatisfied with a task than when they are satisfied, but men's ratings are not affected by their task satisfaction. (FMW)

Discusses the use of hypermedia for performance improvement interventions in light of traditional approaches to computer-based training (CBT). Problems with CBT are discussed, hypermedia and hypertext are differentiated, links with data files are explained, hardware selection is discussed, and a comparison of hypermedia systems is presented. (LRW)

Discussion of effective performance supervision emphasizes measurability, communication, follow through, and revision, and provides a generic model applicable to a variety of supervisory settings. Highlights include observation and documentation of actual performance; communicating variance between performance standards and actual performance;…

Data from four studies were used to analyze the hypothesis that performance evaluation variables can be constructed with a rater's facet and a trait's facet. The regularity of the pattern of intercorrelations across different rater groups was remarkable. The use of facet analysis before confirmatory analysis is discussed. (SLD)

Transfer of training to job performance can be enhanced by appropriate follow-up activities. These may be a combination of trainee action plans, assignment of an interim project, coaching, or seminars and workshops. (SK)

Assesses the relationship between literacy abilities and on-the-job performance of electronics technicians from three employment levels (training, experienced, and supervisory). Finds no significant correlation between reading ability and job performance but finds that metacognitive aspects of literacy consistently and significantly correlated to…