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| Journal of Vocational Behavior | 3 |
| Journal of Management | 1 |
| Personnel and Guidance Journal | 1 |
| Rehabilitation Counseling… | 1 |
| VocEd | 1 |
| Vocational Guidance Quarterly | 1 |
Author
| Barak, Azy | 1 |
| Cartledge, Gwendolyn | 1 |
| Kulik, Carol T. | 1 |
| Maher, Ellen L. | 1 |
| Manzi, Peter A. | 1 |
| Monahan, Carlyn J. | 1 |
| Muchinsky, Paul M. | 1 |
| Munson, Harold L. | 1 |
| Newstrom, John W. | 1 |
| Paine, Whiton Stewart | 1 |
| Pierce, Jon L. | 1 |
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| Journal Articles | 8 |
| Reports - General | 8 |
| Guides - Non-Classroom | 1 |
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| Reference Materials -… | 1 |
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| Practitioners | 1 |
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Paine, Whiton Stewart – VocEd, 1981
Defines the term "burnout," why it happens, and its effects. Techniques for identifying burnout in oneself, how to protect against burnout, and how to improve the organization's defense against burnout are discussed. (CT)
Descriptors: Job Performance, Job Satisfaction, Teacher Alienation, Teacher Attitudes
Peer reviewedMaher, Ellen L. – Personnel and Guidance Journal, 1983
Reviews literature about symptoms and causes of burnout. Most offer little theoretical foundation but assume an energy scarcity model. Offers an alternative model based on the assumption that energy is highly expendable. Marks (1977) argues that the critical variable is commitment, enhanced by loyalty, enjoyment and rewards. (Author/JAC)
Descriptors: Burnout, Energy, Etiology, Human Services
Peer reviewedPierce, Jon L.; Newstrom, John W. – Journal of Management, 1980
Elaborates on a work adjustment model to explain how flexible working hours can influence employee satisfaction, performance, absenteeism, tenure, organizational commitment, and job involvement. Discusses need fulfillment, stress reduction, and the harmonization of work with human circadian rhythms. (Author/RC)
Descriptors: Employee Attitudes, Individual Needs, Job Performance, Job Satisfaction
Peer reviewedBarak, Azy – Journal of Vocational Behavior, 1981
Reviews relationships of vocational interests with vocational-relevant variables (ability, success, and satisfaction). Results indicate no correlations between interests and actual relevant abilities and performance, but that a positive relationship exists with satisfaction. Suggests cognitive functions may mediate between actual abilities,…
Descriptors: Ability, Career Development, Cognitive Processes, Interest Inventories
Peer reviewedKulik, Carol T.; And Others – Journal of Vocational Behavior, 1987
Conceptualizes job characteristics theory as a model of person-environment fit. Explores the potential costs and benefits of person-job congruence, using recent developments in the person-environment fit literature to suggest ways in which characteristics of jobs and characteristics of individuals may influence one another. Discusses implications…
Descriptors: Congruence (Psychology), Employer Employee Relationship, Employment Experience, Job Development
Munson, Harold L.; Manzi, Peter A. – Vocational Guidance Quarterly, 1982
Using a four-level sequential model of work task mastery, proposes a process task approach to task learning involving watching and listening, assisting, participating, and performing. Identifies the social, cognitive, and self-concept components contributing to the development of traits, attitudes, and values that undergird work behavior. (RC)
Descriptors: Child Development, Child Responsibility, Family Environment, Job Performance
Peer reviewedMuchinsky, Paul M.; Monahan, Carlyn J. – Journal of Vocational Behavior, 1987
Proposes that there are two types of person-environment congruence: supplementary, the match between an individual and a group of people who comprise an environment, such as a fraternal organization (the rationale behind vocational counseling decisions); and complementary, the match between an individual's talents and the corresponding needs of…
Descriptors: Adjustment (to Environment), Career Counseling, Congruence (Psychology), Decision Making
Peer reviewedCartledge, Gwendolyn – Rehabilitation Counseling Bulletin, 1989
Discusses relationship between social skill deficits and vocational problems for learning-disabled workers. Identifies social skill deficits of learning-disabled worker that can be a major factor in job failure and reviews efforts to develop more positive job-related social behaviors. Presents issues and recommendations to professionals serving…
Descriptors: Employer Employee Relationship, Interpersonal Communication, Interpersonal Competence, Interprofessional Relationship
