Reports results of a study conducted to determine (1) whether there is a statistically significant relationship between job dimensions (job design) and job satisfaction of traditional secretaries and word processing operators, and (2) whether there is a statistically significant difference in job satisfaction levels of traditional secretaries,…

Suggests that governments, employers, and trade unions develop structural employment policies that, in conjunction with appropriate macro-economic policies, might lead to a more acceptable labor market outlook for the years ahead. Flexibility of the labor market, dimensions of change, and changing industrial structures are addressed. (JN)

While many job enrichment programs fail, a program called Analytical Trouble Shooting has been successful in training people to increase their problem-solving capabilities and to communicate readily with persons in other areas and on different levels. (AG)

As the participants at the AHEA Workshop on Utilization and Training of Auxiliary Personnel in Home Economics realized, the experience of using auxiliary personnel involves many types of stress and strain. But it also brings individual joys and social benefits that need recognition in any exploration about auxiliary personnel. In his speech at the…

Examines nurses' attitudes about direct patient care in hospitals. Suggests a new perspective on nursing careers, one that should stimulate nursing administrators' thinking about developing programs that retain experienced clinicians, reward their practice, and acknowledge their contributions. (JOW)

Robots--powerful, versatile, and easily adapted to new operations--may usher in a new industrial age. Workers throughout the labor force could be affected, as well as the nature of the workplace, skill requirements of jobs, and concomitant shifts in vocational education. (SK)

Explains how small businesses have the potential to play an increased role in future job creation activities. Discusses characteristics of small business, involvement of business education, teaching material, and how business education needs to maintain its vitality through this era of change. (CT)

This discussion of the whys, whats, and hows of teaching entrepreneurship includes suggested curriculum sources. (JOW)

Surveys of Portland and San Francisco employers about their reactions to job development activity found most were favorable or indifferent to being contacted by representatives serving the disabled. The hiring of state vocational rehabilitation agency clients increased with the number of employees and the number of positions filled. (Author)

Measured multiple approaches to job design and examined relationships with ability requirements, using two distinctly different samples (total N=213 jobs), different measures of job design, and ability requirements. Found that motivational attributes of jobs related positively to mental ability requirements; other approaches to job design related…

Such innovations as employee stock ownership plans, profit sharing, labor-management committees, quality circles, and work redesign appear to be more popular now than in the past. Research on the impact of these programs suggests that they have negligible or short-lived effects. (JOW)

Between 1983 and 1993, an increasing share of jobs was in high-paying occupations requiring college education. However, most jobs that were filled paid below-average wages and did not require college. (SK)

Describes an evolutionary model of organizational change through the selective retention of jobs. Idiosyncratic jobs, those created around particular people, serve as a mechanism for change. Discusses organizational processes for adaptation. (83 references) (MLF)

Self-employment rates have become higher in Canada than in the United States for some time. This tendency became more pronounced during the 1990s. Types of self-employment jobs differed in the two countries. (JOW)

As a job changes, person-job fit is likely to change. A number of factors affect older workers' ability and choice to adjust to job changes: individual factors (knowledge, skills, abilities, attitudes, attractiveness of retirement); and organizational (orientation to workplace changes, the redesigned job, training, support, personnel practices,…