De-industrialisation and the development of the "service economy" have had a profound impact on the nature of work and employment in contemporary Britain. Theories of post- and reflexive modernity argue that individuals are able to reflexively reconstruct their identities in line with new social and workplace requirements. Yet,…

Evaluated a theory of job satisfaction based on two facets: event and agent. Conceptualized event and agent as two domain facets of a content universe of job satisfaction, and a radex structure was hypothesized. Employees rated their job satisfaction and influence upon these job factors. Supported the radex structure. (Author)

Assessed the relative influence of personal, attitudinal, and behavioral variables on behavioral intentions and voluntary turnover among nonsupervisory plant workers. Results show that personal variables have little direct effect on turnover; rather, their influence on turnover is channeled through their effects on behavioral intentions. (Author)

Investigated the relationship between shift schedules and mental health, job satisfaction, social participation, organizational commitment, anticipated turnover, absenteeism and tardiness among nurses (N=440). Results indicated that workers on fixed work schedules would be better off than workers on rotating work schedules. (Author)

Discusses an assessment instrument measuring work values appropriate for use with minimally skilled, economically or educationally deficient clients. The scale surveyed work values of (N=238) poor versus nonpoor service workers. More similarities than differences were found between the two groups. Seven significant value differences were…

Investigated the relationship between shift time and use of leisure time, nonwork satisfaction, and mental and physical health among rank-and-file workers and nurses. Found employees working on fixed shift had higher job performance, motivation, and patients' care skill, and probably enjoyed better physical and emotional health. (Author/JAC)

The needs relevant to employment of university nonfaculty employees and the extent to which the university has met those needs were investigated. In addition, training and development programs designed to meet individual and institutional needs were proposed. Attention was directed to the reasons people join an organization, satisfaction with…

Personal interviews were conducted with persons involved in the hiring process in 60 companies throughout Ohio to determine what qualities they seek when they hire young, inexperienced workers at beginning skilled or semiskilled levels. Companies, selected to represent all sections of the state, varied in size. The study found the following: (1)…

Researchers examined the learning motivation of middle-aged, semiskilled, male Danish workers and barriers preventing them from participating in training. Data were collected through a literature review, a survey of 2,400 individuals from 3 unions, interviews with 11 of the respondents, and visits to adult education institutions. Nearly…