Supervisors who evaluate staff members' performances often do not have first hand information concerning those performances. Consequently, the staff member is sometimes not aware of what caused a person's success or failure. In order to give constructive feedback to an employee, a supervisor or another colleague could observe the staff member at…

This document contains validated activities and competencies needed by librarians working in a public library. The activities and competencies are organized according to the functions which public librarians perform: acquisitions; cataloging; circulation and reader services; collection maintenance; interlibrary loan; management; reference; and…

This document contains validated activities and competencies needed by librarians working in a special library. The activities and competencies are organized according to the functions which special librarians perform: acquisitions; cataloging; circulation and user services; collection maintenance; interlibrary loan; management; reference; and…

This document contains validated activities and competencies needed by librarians working in a database distributor/service organization. The activities of professionals working in database distributor/service organizations are listed by function: Database Processing; Customer Support; System Administration; and Planning. The competencies are…

A study was conducted to examine relationships between communication apprehension (CA) levels and the sending of messages within an organization. It was expected that high CA would be more prevalent among support personnel than among managers or professionals, and that high CAs would report less communication participation and satisfaction. It was…

An examination of the goals of an effective employee appraisal system of an effective employee evaluation procedure is the focus of this paper.The paper discusses the purposes of the appraisal system and its objectivity (or lack of it), the selection of items to be judged, the standards for judging the performance of an employee, and the person…

Although it has been suggested that organizational reward practices can promote dysfunctional behaviors or restrict employee effort, there is little empirical evidence about their influence on employee attitudes and performance or the degree to which they are affected by supervisor reward/punishment behaviors. To investigate perceived demotivating…

Tested effects of three sex variables on managerial career evaluations. The variables were sex of evaluator, sex of manager, and predominate sex of manager's subordinates. Subjects evaluated four managers, in an "in basket" format. Manager's sex and predominate subordinate sex frequently interacted. (Author)

Affirms the evidence for predictive validity of assessment centers and concludes that assessment centers can work for a variety of purposes and in numerous contexts. Raises possible explainations for the predictive validity observed in assessment centers and raises implications for practice and guidance of future research. (Author/KS)

Investigated managers' salary decisions for 104 hypothetical employees experimentally varied on performance level, performance consistency, tenure, current salary, and external job offer. Found main effects of these five characteristics to account for an average of 77% of variance in raise decisions. Found substantial individual differences among…

Evaluation of a Vocational Coping Training (VCT) intervention to develop job maintenance skills with 12 learning disabled high school female students indicated that subjects receiving the intervention acquired more job maintenance skills than did control subjects and were rated higher on social competence and employability. (Author/DB)

Student teaching performances of vocational and technical education graduates were compared with performances of all College of Education student teachers as assessed by university supervisors. Vocational and technical education graduates who sought teacher licensure were rated equal to or better than all graduates of the College of Education.…

Presents a study designed to examine the assignment of traits (masculine vs. feminine) to male and female high and low performers in gender-linked jobs. Among the conclusions are that high performance is perceived to be masculine, that men are seen as more powerful than women, and that good performance is viewed as masculine. (GEA)

United States Employment Service data on the cognitive and noncognitive aptitude requirements of different occupations were used to create an occupational classification--the Occupational Aptitude Patterns (OAP) Map. Thirteen job clusters are arrayed according to major differences in overall intellectual difficulty level and in functional focus…

Tests the hypothesis that high writing-apprehensive subjects would differ significantly from low writing-apprehensive subjects regarding the writing intensity of their jobs. Suggests that where a lack of writing productivity exists in writing-intensive jobs, managers might explore writing-apprehension problems, or at least examine the match…