New ways of working affect career choices as follows: a career is a series of roles, not steps; project management is a key skill; project roles can be performed by insiders or outsiders; careers are made in markets, not hierarchies; and the fundamental career choice is not among companies but between specializing and generalizing. (SK)

A survey of 1,208 professional employees showed that 90% had taken internal courses, 40% external courses. Greater participation was associated with more positive work attitudes, satisfaction, perceived higher quality of company services/products, and fewer barriers to service excellence. Better evaluation data were needed to determine the value…

The New York State Division of Budget uses a decentralized system to assess promotion candidates by comparing their training, experience, and recent performance to the proposed position. Managers and candidates find the system more effective than traditional written/oral exams. (SK)

A survey soliciting school board members' and administrators' views on effective and ineffective board behaviors showed that both groups valued board members' ability to distinguish between policy and administration, willingness to ensure policy recommendation opportunities for superintendents, insistence on policies sensitive to broad public…

A model of antecedents and outcomes of career commitment was tested with data from 510 of 650 Singaporean teachers and nurses surveyed. The model did not fit the data: career satisfaction did not affect career commitment directly or indirectly through organizational commitment. Career commitment was not significantly related to work quality. (SK)

A fuzzy graphic rating scale elicited work preferences and job perceptions of 166 (of 170) Australian bank employees. Correspondence between preferences and perceptions correlated significantly with job satisfaction. Satisfaction and performance related to tenure intentions; this relation was higher for poorer performers. (SK)

Development and validation of a statement of professional competencies for practicing pharmacists in British Columbia (Canada) are described. The resulting 12 weighted general competency statements were designed to serve as a blueprint for constructing and validating instruments to assess practicing pharmacists' continuing competence. (Author/MSE)

Explains how to create job aids that employees will be motivated to use, based on a review of pertinent literature and interviews with professionals. Topics addressed include linking motivation with job aids; Keller's ARCS (Attention, Relevance, Confidence, Satisfaction) model of motivation; and design strategies for job aids based on Keller's…

Although no pressing rationale for the AASA's new standards for superintendents exists, the standards set worthwhile practice standards covering the instructional, managerial, and political roles that every superintendent must juggle with various constituencies. Failure to hold superintendents accountable for student outcomes is understandable but…

Individual development planning, intended to improve job performance, involves identifying what needs to be improved; what is the evidence of this; what root skills need development; how behavior changes will be measured; what ideas/principles lead to successful development; and how these elements form a coherent sequence of actions. (SK)

According to the reviewer, this book's four objectives are to identify related issues such as professional efficacy, teacher attitudes and job satisfaction, decision-making processes, and working conditions; to define the concepts of commitment, performance, and productivity; to review relevant theory, research, and practice; and to describe known…

Two important parameters of the general utility function--the standard deviation of job performance and predictor performance--were examined in terms of their sensitivity to departures from underlying mathematical assumptions. Integral calculus was used to assess the effects of statistical violations of the assumptions underlying these parameters.…

In 1984, a Salt Lake City school district began developing a merit pay program to cover all certified teachers. A committee of teachers designed an assessment method called AIM. Implementation involved developing measurement criteria, establishing evaluation procedures, providing feedback, creating a merit pay plan tied to career development, and…

Uses a study of 67 organizations over a 22-year period to examine the likelihood of chief executive and top management dismissal resulting from organizational performance and power distribution in the organization. Examines the role of board composition and organization ownership in influencing amount of chief executive power and explores how…

Provides a comparative test of two psychological theories concerning the relationship between affect and performance. Used managerial simulations to test whether people with positive dispositions perform better or worse on both decisional and interpersonal tasks. Results support the happier-and-smarter, as opposed to the sadder-but-wiser,…