The purpose of this study was to empirically examine college graduate, faculty, and human resource manager descriptions of needed, received, and further training in eight employability dimensions of literacy and numeracy, critical thinking, management, leadership, interpersonal, information technology, systems thinking skills, and work ethic…

The purpose of this study was to examine the existence and implications of relational aggression toward female educational administrators. This qualitative study examined the impacts of relational aggression toward ten female superintendents, their observations of relational aggression in the workplace, strategies to overcome relational…

In "The Politics of Teacher Pay Reforms"--a paper presented at the National Center on Performance Incentives research to policy conference in February--Dan Goldhaber, a research professor at the Center for Reinventing Public Education at the University of Washington and an affiliated scholar with the Urban Institute's Education Policy…

The Undergraduate Education Assessment (assessment) was launched to upgrade faculty's performance, but it also tends to intensify their job stress. Considering the little empirical research on the influence of stress on performance in the assessment and the confounded findings in literature, the study collected data with a survey and interviews to…

The authors review criticisms commonly leveled against cognitively loaded tests used for employment and higher education admissions decisions, with a focus on large-scale databases and meta-analytic evidence. They conclude that (a) tests of developed abilities are generally valid for their intended uses in predicting a wide variety of aspects of…

Purpose: The purpose of this paper is to open up discussion about the relationship between trade unions and workplace learning. Design/methodology/approach: The paper is based on an analysis of a series of case-studies of restructuring in the European steel industry, incorporating interviews, observation and documentary analysis. Findings: The…

Results from a pretest-posttest randomized field experiment study with a control group comparing the impact of high- and low-level-facilitated mentoring programs on new employees' performance and perceptions about their jobs and organization were reported in this paper. Results indicated increases in job satisfaction, organizational commitment,…

Purpose: The purpose of this paper is to conceptually demonstrate that the relationship between turnover and innovation is not direct as some research suggests, but rather indirect, with organizational learning as the prerequisite social mechanism that ties the two phenomena together. Design/methodology/approach: This paper integrates research…

Examined organization tenure as a moderator of the job satisfaction-job performance relationship with technical employees (N=116) in a medium-sized industrial firm. Results provided support for a moderating influence of organization tenure on the relationship between job performance and overall satisfaction, satisfaction with work, and…

Conceptualizes dynamic criteria as changes in group average performance over time, changes in validity over time, and changes in rank-ordering of scores on the criterion over time. Analyzes and submits to tests each concept of dynamic criteria. Concludes that dynamic criteria have been overemphasized and are rare phenomena. (BH)

Examines the job performance and job literacy strategies of nurses. Differences were found among nurses in training, experienced nurses, and supervisors. Differences were also found in job literacy strategies employed by superior as compared to adequately performing nurses. Differences tended to be in higher-level critical applications of…

Presents guidelines for employee assessment sessions. Offers recommendations for future investigations of evaluation discussions and a bibliography. (PD)

Describes the Honeywell productivity plan. Elements of this plan which are discussed include program management, the role of novelty, newsletters, incentives and recognition, ground rules, and feedback. (CT)

An approach to task analysis is described and illustrated that emphasizes organizational function, job and task accomplishments, a model of job function, performer prerequisites, and multiple purpose job analysis. (JEG)

Argues that attracting nontraditional leaders to school administration requires the adoption of results-based practices tying compensation to performance. Includes profiles of two nontraditional leaders: Jennifer Henry, executive director of the Academy for Urban School Leadership in Chicago and Paula Dawning, superintendent of the Benton Harbor…