Discriminant analysis of differences between 32 active and 12 inactive quality circles on member participation and circle performance showed that active circles had a lower failure rate, higher attendance, and higher net savings in circle projects. (SK)

A study of 270 hotel managers found that the strongest positive relationship between job satisfaction and performance occurred when high attainment of values associated with work was coupled with high-positive or low-negative affective disposition. (SK)

Discusses the need for trainers to evaluate the training requests they receive to determine whether they are appropriate for the situation. Suggests how trainers can prepare themselves for roles as performance consultants. (JOW)

Self, subordinate, peer, and supervisor ratings of 1,080 managers in education, military, government, manufacturing, finance, and health were analyzed for leniency, interrater agreement, and effectiveness. In the private sector, more poor performing managers tended to overestimate their performance. Interrater agreement was lowest in government…

Describes a program to enhance productivity by helping people build skills in the following work strategies: (1) initiative, (2) networking, (3) self-management, (4) perspective, (5) followership, (6) leadership, (7) teamwork, (8) organizational savvy, and (9) show-and-tell. Includes a star performer quiz and model. (JOW)

A literature review examined these questions: How do workers make judgments about fairness? Why are workers concerned with organizational justice? and What is organizational justice? The relationship between two paradigms--reaction to events and appraisal of social entities--formed the basis of an integrative model of organizational justice.…

New superintendents' most common mistakes include extolling a previous district's way of doing things, assuming they are the only experts, having answers before knowing the questions, developing person-specific rules, having either an open- or closed-door policy, redecorating, and being a conspicuous consumer. Avoidance strategies are outlined.…

State boards have a unique role in ensuring nurses' competence at initial entry into practice, license renewal, and reentry after voluntary absence or disciplinary action. Individual nurses, employers, and nurse educators also have roles in maintaining continuing competence. (SK)

Results of a study correlating work behaviors, performance appraisals and results of civil service promotion examinations suggest that exam scores are not sufficient and should not be the sole determinant of promotions. Work behaviors and job performance are time consuming to assess but should also be considered as civil service promotion…

Finds that: high levels of both job performance and job satisfaction result from a match between individual needs for growth and job characteristics; upward and lateral communication do not usually affect job performance and job satisfaction when high individual-job congruence exist; and downward communication sometimes affects job performance…

Engineers (n=146) who survived downsizing participated in a study of intrinsic motivation and effects of past downsizing and threat of future downsizing. Job motivation was a more powerful influence on job behavior than fear of downsizing. (SK)

Examines the debate over competence ("I will do things satisfactorily in future because I have done in the past") versus capability ("I could do things in future because of certain qualities I have"). Describes the middle ground of capacity, defined as contextual intelligence, a spiral that links competence and capability. (SK)

Senior nurses' (n=139) expectations of 36 beginning nurses were compared with the beginners' competence ratings by their clinical preceptors. Senior nurses' expectations were lower than the actual competence demonstrated by the graduates, suggesting that assessment instruments should not be derived solely from supervisor expectations. (SK)

Contemporary work-related education and training policy represents occupational competence as the outcome of individual performance at work. This paper presents a critique of this neo-liberal assumption, arguing that in many cases competence should be regarded as an attribute of groups, teams and communities. It proposes a theory of collective…

The purpose of this study was to examine the impact that stuttering has on job performance and employability. The method involved administration of a 17-item survey that was completed by 232 people who stutter, age 18 years or older. Results indicated that more than 70% of people who stutter agreed that stuttering decreases one's chances of being…