Data from 359 military officers (measures of personality, ability, and congruence) and supervisor and peer performance ratings were analyzed. Personality and person-environment fit were related to performance. Extroverts and those whose interests were congruent with their work environment tended to receive higher ratings. (Contains 41 references.)…

A three-component organizational commitment model was tested with 253 Chinese supervisor/supervisee dyads. Confirmatory factor analyses indicated that affective commitment (AC) related positively to in-role performance and organizational citizenship behavior (OCB); continuance commitment correlated negatively with OCB. Normative commitment…

Two managers described as high performing constructed complexity maps of their organization/world. The maps suggested that high performance is socially constructed and negotiated in specific contexts and management competencies associated with it are context specific. Development of high performers thus requires personalized coaching more than…

Naquin and Holton report how the NEO Five-Factor Inventory and Positive and Negative Affectivity Schedule were used to measure motivation to improve work through learning of 239 trainees. Positive affect, work commitment, and extraversion were significant antecedents of motivation. Invited reaction by Rodney A. McCloy and Lauress L. Wise raises…

Presents a model for calculating the return on investment in outdoor experiential training that focuses on pre- and posttraining behavior and business performance. Includes a method for converting data on turnover, absenteeism, productivity, quality, and job performance into monetary values to compute return. (Contains 54 references.) (SK)

An action learning approach to help managers enhance learning capacity involved a performance management seminar, work by action learning sets, implementation of a new performance management instrument with mentoring by action learning facilitators, and evaluation. Survey responses from 392 participants revealed satisfaction with managerial…

Among 166 African American managers, those who were the only minority-group member in their workgroup perceived more stereotype threat. Stereotype threat was related to indirect feedback seeking and discounting of supervisors' performance feedback. (Contains 41 references.) (SK)

A literature review leads to a model for using performance appraisal information in the process of analyzing training needs. The model identifies performance discrepancies, determines causes, and chooses interventions based on internal (employee) and external (work environment) factors. (SK)

Used data from 4,039 job incumbents from 9 military jobs to determine degree of validity generalization across major components of performance and degree of validity generalization across jobs within each major performance factor. Major findings were that different predictor equations were needed for each of 5 criterion factors. (Author/NB)

Transfer of training happens when learned behavior moves from the training environment to the job--the impact of instruction on the trainees' subsequent job performance. (JOW)

Defines followership in the workplace. Focuses on federal workers and how they compare to workers in other governmental and private sector settings. Identifies eight dimensions of followership: (1) partnership; (2) motivation; (3) competence; (4) sense of humor; (5) dependability; (6) positive working relations; (7) speaking up; and (8) proper…

This study examines the relationship between the type of college degree, level of college degree, and superiors' perceptions of managers' attributes and their work performance in some management areas. No significant relationship has been found between managers' college education and their performance at work. Implications of these findings for…

Thirteen opinion leaders predict what will help or hinder workers' performance in the future. Ideas include greater investment in human and social capital, education, increased alienation, the Internet, access to information, and technology. (JOW)

Ways to isolate the effect of training on job performance include control groups; trend-line analysis; forecasting; and the input of participants, supervisors, management, customers, and experts. In choosing the appropriate method, consider feasibility, accuracy, credibility, costs, and time. (SK)

A study examined the relationship of work motivation, job performance, and job satisfaction in 129 state vocational rehabilitation agency counselors. Counselors who stayed due to autonomy and challenge and nature of the job were most satisfied. Those who stayed for security, pay, and benefits had the lowest performance. (Critiques by Peterson and…