If managers want to retain talented younger employees they will have to satisfy employees' needs for career fulfillment. Suggestions are made for individual actions managers can take to encourage a sense of loyalty in subordinates. (Author/MLF)

The way employees are organized for task accomplishment relates to job satisfaction. Written rules and procedures define the organization's dependability and the employee's role in the organization. Greater participation in decision making leads to closer involvement in the job and commitment to the organization. (JAC)

Results support the moderating role of employee higher order need strength (HONS). Job performance is positively related to intrinsic as well as extrinsic sources of job satisfaction for strong HONS individuals while no such relation is found for individuals with weak HONS. (Author)

Suggests that a direct approach to developing positive job attitudes can be successful in office machines classes, as well as others offering individualized instruction. Includes checklists to stimulate thinking and to make students aware of positive job attitudes and work habits. (JOW)

Applications of moderated regression analysis in five areas of job design research are described and fully illustrated with actual survey data. Moderated regression analysis was superior to a subgroups analysis for the research questions being asked by investigators interested in job design research. (Author)

This study examines sex differences in the importance assigned to 16 job factors and in work values among different age cohorts. Data were obtained from 542 college graduates employed in nonacademic positions. Men and women do not differ in endorsement of "people-oriented" values and are congruent on the "self-expression" factor. (Author)

Examines major theories in the study of motivation and their relevance to outdoor education staff. Explains the motivation construct and its components--drive, persistence, and effort. Discusses wages as a motivator in terms of employee expectations and perceptions of fairness, and the relative importance of extrinsic and intrinsic motivators for…

A survey of 40 workers over age 40 found four conceptions of work: as a job, as a challenging experience, as personally empowering, and as structuring one's life. In spite of large investments in skills training, these workers' beliefs do not appear to be in line with the assumptions underlying new work practices. (SK)

A causal model of organizational commitment was developed from previous theory and research. The model included variables from each of four categories--personal needs, job characteristics, role states, and work experiences--as well as employees' job satisfaction and mental health. It was tested in surveys of nonprofessional and professional…

A nationwide survey of U.S. Forest Service employees examined values and management priorities across employment levels. Compared to agency policies, respondents gave higher priorities to noncommodity uses of national forests, such as recreation and wildlife. This disparity of opinion was greatest among new district rangers, who were more educated…

Looks at problems of career development and midlife transition in a horizontally structured workplace with few management positions. Describes Amoco's benchmark career development plan that is adapted by many other companies. (JOW)

Reports results of a survey of library assistants in 32 university libraries in the United Kingdom that gathered information about their views, opinions, and attitudes toward their work. Dissatisfaction with promotional opportunities, pay, and challenge provided by the work is noted; and suggestions for improving motivation are offered. (54…

The Work Aspect Preference Scale was administered to 109 members of the Australian Federal Police (AFP) in Melbourne and 50 persons who had recently resigned from the AFP. Second-order factor scores and percentile ranks were derived for each group. (SLD)

A job diagnostic survey was administered to professional and technical contingent and permanent employees of a major U.S. telecommunications company. Contingent workers had higher motivation potential scores, scored significantly higher in task identity and feedback from the job, and scored higher in combined need strength than did permanent…

Reports on focus group discussions with managers, bartenders, waitstaff, and security staff of retail alcohol establishments. Purpose of the focus groups was to identify beliefs, attitudes, behaviors, and practices among management and staff to guide development of training programs. Results indicate that, compared to management, staff had…