Three experiments evaluated the effects of differential personality information revealed in an employment interview on ratings of applicant job suitability and expected performance. Occupation, desirability of applicant self-referent style, and experience level of applicants were also varied. (Author/SS)

Results indicated moderately increased work productivity, positive changes in collateral behaviors, and a high degree of self-monitoring accuracy among all employees. (Author/DLS)

Career plateauing was measured objectively by time since promotion and subjectively by age and tenure for 373 U.S. and European middle managers. Objectively plateaued managers were more successful when they did not perceive themselves as plateaued. Successful plateauing was not related to time since promotion or perception of one's value to the…

A survey of 302 Ohio superintendents showed that principals assessed as having difficulties with "problem solving and decision making" and "delegating and monitoring" responsibilities were unlikely to succeed in their jobs. Although superintendents intervened with conferencing and/or goal-setting strategies, only 21.6% of the…

Responses from 31.5% of 723 telecommuters revealed a positive association between self-efficacy and both adjustment to teleworking and behaviors for structuring work. The more extensive the telecommuting, the stronger these positive relationships. Women were more proactive in structuring work behavior. (Contains 43 references.) (SK)

Discusses human performance technology models for describing and understanding factors involved in day-to-day functioning of employees and then to develop specific remedial interventions as needed, and contrasts it to an organizational performance system perspective used to design an organization before employees are even hired to prevent bad…

Summarizes the results of the American Society for Training and Development Human Resource and Performance Management Survey of 1996 that examined the performance outcomes of downsizing and high performance work systems, explored the relationship between high performance work systems and downsizing, and asked whether some downsizing practices were…

A study of 288 hospital employees engaged in problem-solving groups found that previous group problem-solving experience, educational level, work expertise, and problem-solving confidence were the best predictors of self-efficacy. (SK)

Distinguishes the role of fidelity in learning from its role in assessment as a function of skill level. Suggests that the existence of an optimal point beyond which one additional unit of flight-simulator fidelity results in a diminished rate of practical assessment of nonexpert pilot performance. (Contains 33 references.) (Author/JOW)

Data from the Chinese Personality Assessment Inventory for 187 Hong Kong supervisors showed that personality traits related to interpersonal orientation better predicted interpersonal versus personal contextual behaviors. Traits associated with moral obligation and group loyalty predicted personal but not interpersonal contextual behaviors.…

A longitudinal study of 93 nurses showed that those who initially derived both positive and negative feelings from upward comparisons (with colleagues who perform better) and negative feelings from downward comparisons increased relative deprivation at work after one year. Downward comparison also increased relative deprivation after a year.…

The Learning Transfer System Inventory was completed by 1,616 employees in training. Pearson product-moment correlations showed that motivation and ability were most strongly related to perceptions of training utility. Multiple regression analysis revealed that utility reactions had a small but significant impact on predicting motivation to…

Describes team self-assessment, a task force approach involving frontline workers/supervisors in solving problems or improving performance. Provides examples and discusses its theoretical bases: control self-assessment, Belbin's team roles research, and the team climate inventory. (Contains 23 references.) (SK)

Responses from human resource professionals in restaurants (n=85) and hotels (n=118) identified critical entry-level job behaviors that might be used in developing behavior-based interviews. The large variety of responses and lack of agreement suggest that clear identification of these behaviors may be an area of weakness in the hospitality…

Balancing consulting work with other life roles requires deciding how much one wants to work, how effectively and how often, what percentage of time to allocate to different elements, how much and how far one wants to travel, and how efficiently one manages the work environment. (SK)