Examined work commitment, job satisfaction, and personal characteristics under three career stage operationalizations: age, organizational tenure, and positive tenure. Results from 2200 public agency employees indicated selection of career stage operationalization influenced findings related to organizational commitment and intention to remain;…

Uncovered three major profiles of the meaning of working. The most salient profile, representing more than 40 percent in a population consisting of 10 Israeli target groups (N=896), was one with high levels of work centrality. The social norm of obligation to society in this leading profile was low. (BH)

Since changes in attitudes and values are inevitable, we must learn to be in charge of change--not the victims of it. (Author/IRT)

Data were collected from 151 part-time and full-time hospital workers to show that various groups of employees bring to their jobs different frames of reference. They consequently have different expectations and derive different satisfactions from their jobs. Examining satisfaction patterns for various employee groups is the appropriate strategy…

Discusses changing work values rather than the economics of employment. Contends that the new workforce, made up of the post-World War II babies, is healthier and better educated than those of the past--and also more resistant to authority. (RJ)

The author proposes what he believes is a more realistic middle ground between McGregor's two theories. (JM)

A study of 92 men and 92 women who were members of dual-earner marriages found that personal and family variables are important for understanding the work commitment of both genders. Most important discriminating variables were marital adjustment for women and organization in the family environment for men. (JOW)

A study of 2,489 men and 1,070 women who work in Midwestern factories suggests that women's reactions to work are formed in ways that contradict traditional gender role interpretations of the relationship of women to paid work. There are gender differences in the formation of work attitudes that are consistent with the feminist strand of the…

Identified professional commitment as form of work commitment and defined it as relative strength of identification with and involvement in one's profession. Evaluated job involvement and organizational commitment in 728 professional and scientific employees working for major university. Findings suggest that professional commitment is appropriate…

A nationwide study of more than 1,300 full-time workers aged 40 or older was conducted to determine their characteristics, activities, and attitudes toward retirement. Most of those surveyed had spouses who also worked, and most considered their health better than average. Government at all levels was the biggest single employer of workers over…

Research on employee turnover which has examined why employees quit their jobs has identified a wide range of variables that are associated with turnover, but has provided little information about the consequences of turnover for those who remain in an organization. This study was conducted to examine whether the manner in which turnover is…

In a case study involving the St. Petersburg, Florida, "Times" and "Independent," two questions were asked: How is the newspaper ombudsman perceived by the other members of the staff, including both management and nonmanagement? and How do opinions about the ombudsman differ, if at all, between a newspaper staff which has an…

This study examines the relationship between job satisfaction and employee orientations of professionals in small rural hospitals. Organizational loyalty, peer loyalty and professional identification were used as predictors. Organizational loyalty was found to be the predominant orientation predicting job satisfaction. Replication in other…

A study of 319 human service organization workers was used to analyze the effects of multiple predictors (job, organization, and worker characteristics) on job satisfaction and commitment. Results show that skill variety and role ambiguity are the best predictors of satisfaction, while leadership and the organization's age are the best predictors…

Overall job satisfaction and specific work incentives and disincentives were surveyed in 489 occupational therapists. Job satisfaction was found to be moderately high, and the respondents rated achievement and interpersonal relationships with co-workers as work incentives. Ratings differeed as a function of the respondent's primary work role…