Two expanded models (i.e., mediated and moderated) of the theory of work adjustment (TWA; R. V. Dawis, G. England, & L. H. Lofquist, 1964; R. V. Dawis & L. H. Lofquist, 1984) were tested for their capacity to explain the job satisfaction of a sample of lesbian, gay, and bisexual employees (N=397). Consistent with cultural critiques of the…

Computer-based training is increasingly favored by food companies for training workers due to convenience, self-pacing ability, and ease of use. The objectives of this study were to determine if personal hygiene training, offered through a computer-based method, is as effective as a face-to-face method in knowledge acquisition and improved…

The recent decline in the labor force participation rates of older Americans is well known and well documented. Dramatic changes in male participation rates occurred between 1968 and 1986. Declines were substantial as early as age 55 and as late as age 70. The trends for older women were much less dramatic. In 1988, nearly half of employed men and…

According to an employee withdrawal model suggested by Miller and Rosse (1982), workers engage in a variety of integrated behaviors that are intended to place physical and psychological distance between themselves and a noxious work environment. To investigate the relationship of job satisfaction and employee withdrawal behaviors, 48 newly hired,…

Sexual harassment is difficult to define. A study was undertaken to examine four variables related to sexual harassment: (1) sexual harassment when behaviors are unwelcome and sexual; (2) unwelcome nonsexual behavior called nonsexual aggravation; (3) welcome sexual behavior which includes organizationally dysfunctional relations and…

Job satisfaction has been identified as one of the most important antecedents of turnover, although it rarely accounts for more than 16% of the variance in employee withdrawal. Several data sets collected on the Mobley, Horner, and Hollingsworth (1978) model of turnover were reanalyzed with path analytic techniques. Data analyses revealed support…

This paper presents the view that both individual differences-oriented personnel selection researchers and situationally-oriented organizational behaviorists can profit from an examination of each other's theories and findings. Specifically, it is argued that (1) personnel selection researchers will achieve increased levels of predictive validity…

Changed trial group employees from a 5/40 to a 4/40 work schedule for four months then returned to a 5/40 schedule. In a second study, changed trial group employees from 5/40 to flextime. Organizational effectiveness was selectively enhanced. The most powerful effect was on worker attitudes. A mild positive effect was evident for several general…

This document is the results of the 2001 employee survey (Quality Evaluation of Service Trends) for all Howard Community College Employees. The response rate was 63%. Ratings for various topics and services were made on a five-point scale ranging from poor to excellent. Employees were also given an "unfamiliar with" category, which did…

This document is the results of the 2000 employee survey (Quality Evaluation of Service Trends) for all Howard Community College Employees. The response rate was 57% and respondents replied both by paper and electronically. Ratings for various topics and services were made on a five-point scale ranging from poor to excellent. Employees were also…

This document is the results of the 2002 employee survey (Quality Evaluation of Service Trends) for all Howard Community College Employees. The response rate was 64%. Ratings for various topics and services were made on a five-point scale ranging from poor to excellent. Employees were also given an "unfamiliar with" category, which did…

Assessed the correspondence between self-reports and company records and on-the-job observations, using information from 506 employees. Correspondence was assessed with respect to pay, fringe benefits, and hazardous conditions. Results indicated low to moderate agreement between data sources. (Author/JAC)

Thirty-one machinists (blind, sighted, and visually impaired) answered questions about trust, resource sharing, and empowerment in work relationships. Employees with low vision were the least trusting and trusted, received the fewest shared resources, and reported proportionately more disempowering relationships. More educated employees saw more…

Thirty-one employees of the Comprehensive Acquired Immune Deficiency Syndrome (AIDS) Program of Palm Beach County (Florida) were surveyed to explore their motives and attitudes toward their jobs, clients, and the organization. Implications for management of AIDS service organizations and program quality are discussed. (SLD)

A study of attitudes toward the job of 263 daytime-employed college students demonstrates that identification with a psychological group or organization (IDPG) is conceptually and empirically distinct from organizational commitment. IDPG also has less overlap than commitment with job satisfaction, organizational satisfaction, and job involvement.…