This article examines some of the indicators that have been used to assess job commitment: statistical series on absence from work; quits; working part time by choice (phenomena generally associated with weak commitment); and multiple job-holding and overtime (often associated with strong commitment). (SSH)

Provides an overview of the personnel status of academic librarians in the institutions surveyed, including types of final appointments accorded, ranks assigned, benefits and privileges, criteria used to evaluate performances, and any plans to effect significant changes in librarian personnel status. References and responses by individual…

Describes the PROBE Model which profiles worker behavior and reveals problems to be overcome. Discusses the six facets of behavior and the two categories of behavior and how they all work together. (CT)

Describes the development of a behaviorally based performance appraisal system for assessing the performance of highway patrol personnel. The items in the present scale were developed to describe proficiency levels of specific job tasks. This characteristic is expected to enhance the objectivity of the evaluation system. (Author)

Examined effects of Management by Objectives (MBO) on measures of quantity and quality of performance and satisfaction with the work and supervision among employees in a human services agency. The combined measure for quantity of performance and one of two quality measures showed significant improvement following implementation of MBO. (Author)

Standards for validity contained in the new Uniform Guidelines are probably not being met with most student rating forms in use. Administrative decisions must be based on valid information and permit equal employment opportunities. Research on sources of variance in ratings is needed. (JAC)

Some of the factors federal investigators and arbitrators use to distinguish between a voluntary quit and a constructive discharge are examined. Several guidelines university administrators can use to preempt and defend such claims are offered. The best way to avoid constructive discharge, it is suggested,is to conduct supervisory training. (MLW)

Outlines normal reactions to the death of a spouse, the needs and problems of the newly widowed, and techniques of helping the recently bereaved worker. Benefits of those involved in counseling, supervising, or advising employees are an investment in employee productivity, good personnel practices, and improving human relations. (Author)

Discusses implementation and results of a survey of library paraprofessionals conducted over two Internet listservs. Four questions focused on impact of technology on job duties/performance, changes in duties/roles as a result of budget constraints, effects of Internet availability, and whether job duties include those formerly handled by an MLS…

Emphasizing that behavior and attitude are what mark a professional, the status and impressions of library support personnel are examined. Focuses on the experiences of an MLS holder in a nonprofessional academic library position. Discusses treatment by librarians and other support staff and emerging communication among support personnel. (AEF)

Investigates the nature of paraprofessionals' work in original cataloging activities at ARL (Association of Research Libraries) institutions and compares findings with those of an earlier study. Findings reveal 77.1% of the cataloging department heads reported paraprofessional involvement in one or more cataloging activities. Reasons cited…

Nursing assistants (n=126) in a long-term care facility attended a workshop on abuse prevention and aggression reduction. Pre-posttest data showed attitude changes and a statistically significant decline in conflict with residents, although no change was found in resident aggression toward assistants. The workshop was rated excellent by 89% and…

Describes the work of performance improvement specialists and presents a method for determining whether a particular person or position meets the job criteria. Discusses the attributes of being a heurist, or taking a holistic approach to problem solving. Lists 10 steps for a needs assessment and 30 characteristics of successful performance…

The estimation of a managerial momentum model for 646 middle managers in a Canadian company showed a significant simultaneous interaction of performance, ambition, and rewards for women. However, women relied more than men on formal bidding for promotion, whereas men used information networks, slowing women's momentum and enabling men to offset…

Discusses relationship between social skill deficits and vocational problems for learning-disabled workers. Identifies social skill deficits of learning-disabled worker that can be a major factor in job failure and reviews efforts to develop more positive job-related social behaviors. Presents issues and recommendations to professionals serving…