Job satisfaction is the feeling an employee has about his pay, his work, his promotion opportunities, his coworkers, and his supervisor. The model for conducting job satisfaction research suggested in this study gives specific attention to: (1) how job satisfaction can be measured; (2) the major pitfalls likely to be encountered by those who…

Organizational effectiveness is composed of two concepts: (1) job satisfactions and (2) employee performance. In this paper the concept of job satisfactions is delimited to include five principal areas, viz., work, pay, promotion, people, and supervision. Employee performance is the reciprocal concept. This paper is directed toward the job…

Discusses the peer-training model, opposition to the plan, major objectives of the model, strategies for motivating employees to train and for making training a priority, training the trainer, ongoing training in the work units, and benefits of the program. (CT)

Alternative models of the choice of retirement state are estimated on a sample of white married males from the Retirement History Survey, 1967-73. Findings suggest that the critical choice for a large number of older workers appears to be that of labor force participation first, with either partial or full-time employment determined conditionally…

Examined the impact of goal change on employee perceptions and behavior in 107 secretaries. Aspects of goal change were significantly related to satisfaction, organizational commitment, and absenteeism. Organizational commitment was related to turnover, but satisfaction and organizational commitment had no significant relationship with…

Presents a model that relates individuals' perceptions of organizational control to personal level in the organization, feelings about work environment, feelings about supervisor competence, belief in personal control, feelings of access to the decision-making network, and clarity of role requirements. Provides data that developed and validated…

Assesses strategies employees use to express upward dissent within contemporary organizations. Indicates that employees used direct-factual appeal, repetition, solution presentation, circumvention, and threatening-resignation strategies for expressing upward dissent. Provides support for the exit-voice-loyalty model (and subsequent revisions) of…

Examines brief history of stress research and concludes that psychological factors can affect job satisfaction, work adjustment, work attitudes, and overall well-being in the work environment. Establishes relationship between mental and physiological functioning disturbances. Presents model relating effect of stress on health and illness. (Author)

Understanding and interacting constructively with others are skills that training can develop; unskilled professionals can actually be damaging. A model based on Robert Carkhuff's THE ART OF HELPING is presented for managers interested in "helping"--which occurs when one person in an interaction leaves with more than he came with. (Author/AJ)

Recent research on organizational turnover has examined the validity of the turnover decision process, in particular, the model of employee turnover proposed by Mobley (1977). This study followed-up on a previous (Kerber and Campbell, 1986) study of new employees of a large computer company in which participants completed a questionnaire that…

The model described requires an examination of employee perceptions, the labor contract, labor-management relations, and attitudes of top management and union officials. Major emphasis is placed on the questionnaire and the methodology and analysis required to examine employee perceptions. (Author/MLF)

Examined burnout among nursing assistants (n=245). Found that both stressor and appraisal variables influenced feelings of burnout. Stressor variable, frequency of disturbing patient behaviors, best explained feelings of reduced Personal Accomplishment. Appraisal variable, reaction to patient behaviors, best explained Emotional Exhaustion. Found…

Presents a way to diagnose and solve motivation problems at work. Describes a model based on recent cognitive performance motivation research. Explains the CANE (Commitment And Necessary Effort) model and illustrates with a case study. Discusses the CANE model's applicability in any performance setting. (AEF)

Learning organizations constantly question and make appropriate changes in their "mental models." Mental models include the images, assumptions, and stories that everyone carries around in his/her mind---personal mindsets of what an individual considers to be "reality." For example, "high work performance" or…

Twenty-nine members of a manufacturing organization were interviewed to learn how they identified, evaluated, and responded to what they perceived as significant changes in their organization. A grounded theory approach was used to analyze the interview transcripts. A model of the process of organizational change was constructed from emergent…