Compares American and Japanese workers' degree of work centrality, the generalized importance of working to individuals. A large difference is found between the two countries and several potential explanatory rationales are examined. (Author/LHW)

Examined the reactions of employees (N=671) to utilizing a compressed work schedule (i.e., 12-hour shifts) for staffing a continuous process plant. Results showed those who had worked the 12-hour schedule and employees working the 12 PM to 12 AM shift reacted more positively to the 12-hour shift. (JAC)

Examined work place interaction patterns of men and women, focusing on the relationship between interaction with friendship and power networks, on the one hand, and work alienation, on the other. (GC)

The author, in examining the changing attitudes and values of the work force, asserts that the American worker is dissatisfied with the job, the workplace, and the method of payment. She states that any effort to enhance the quality of work will improve the quality of life overall. (CT)

Determined the attitudes of federal prison employees regarding job satisfaction and personal safety. A questionnaire was sent to workers in federal correctional institutions. Results of the questionnaire generally indicate a high level of job satisfaction and relatively little concern about safety among employees who completed the questionnaire.…

Examines positive and negative correlates of adolescent work as a function of work dimensions. Results indicate that concurrent costs and benefits of adolescent employment may depend on dimensions of work as well as adolescent characteristics. Adolescent employment was generally related to subsequent work motivation and nonacademic performance.…

Investigated factors influencing job satisfaction of 217 women working in 51 nontraditional occupations. Explored the occupational unique experiences confronted by women in nontraditional occupations. Identified job location, job awareness and changes, work and family roles, income and earnings, and preparation for a job as important…

Notes that supervisors are not automatically skilled in effective human relations practices. Considers concern with the interests, desires, and attitudes of employees to be the cornerstone of knowledge required to carry on a sound human relations program. Examines reasons for individual differences and components of the will to work. (Author/NB)

A survey of 29 employees at a real estate office revealed that one-third still felt incompetent with computers despite generally positive attitudes toward them. A correlation appears to exist between frustration with computers and job satisfaction, although negative attitudes toward computers and job performance appear unrelated to organizational…

In a study of 852 nurses, work involvement (value of work in their lives) affected organizational and occupational commitment through its effect on job involvement. Job involvement indirectly affected intention to leave the organization or occupation. Work and job involvement and orgnanizational and occupational commitment were determined to be…

Addresses the manager's dilemmas and options in resolving emerging latent intergenerational conflict in the contemporary knowledge-rich workplace. Topics include a theoretical framework for generational divide management; the polarization in task requirements; social and environmental factors; differences in employee needs and expectations; and…

Today's workforce comprises distinct generational cohorts-Veterans, Baby Boomers, Gen-Xers, and Millennials. "Generations at School" provides educators with the knowledge and tools to create and sustain true collaboration, teamwork, and consensus. Suzette Lovely and Austin G. Buffum introduce the traits and tipping points of these diverse age…

Most studies of counterproductive work behavior (CWB) assess it as one or two overall dimensions that might obscure relationships of potential antecedents with more specific forms of behavior. A finer-grained analysis of the relationship between counterproductive work behavior and antecedents was conducted with the five-subscales (abuse toward…

A study was conducted to determine whether employees' attitudes toward money (money ethic endorsement) moderates the relationships between intrinsic job satisfaction on the one hand and thoughts of withdrawal and voluntary turnover on the other. Data were collected from workers in the Department of Mental Health and Mental Retardation in a…

Cognitive cause maps permit a topological investigation of the complexity of organizational events and behaviors. Because cognitive cause maps are believed to be ordered according to a givens-means-ends schema, they contain information about an individual's motivation structure. In a work setting an individual engages in several different acts.…