Following an explanation of how merchandise is a more effective reward than money, this article points out specific advantages of cash rewards and merchandise rewards. It is noted that, while people say they prefer cash rewards, the merchandise awards are more meaningful and motivating. (LRA)

Shows how jobs can be designed so that both satisfaction and performance result. Five satisfaction-oriented and five performance-oriented implementing concepts are discussed and summarized in tables. (Author/JD)

Discusses the evaluation and redefining of services in the four resource centers of the British Columbia ministry of consumers and corporate affairs in terms of economic feasibility and ministry objectives. (CHC)

Cites research related to management teams, pinpoints some decision-making methods they use, presents team models, and cautions readers about their use. (JM)

Job satisfactions of 500 technicians were assessed in three medium to large public residential facilities for the mentally retarded using the Job Descriptive Index. (Author)

Reflects the views of ten new librarians who are leaving the field because of dissatisfaction with the environment for library career development. Common complaints are rigidity in operations, lack of responsibility/authority delegated, low salaries, and unwillingness of other librarians to aid new employees in entering professional organizations.…

Reports on a survey of school superintendent job satisfaction. (IRT)

A study of 1,509 British employees found that controlling for industrial relations climate reduced the negative relationship between unionization and job satisfaction. The data did not support the theory that union workers' expressions of dissatisfaction through union mechanisms were distinct from "genuine" dissatisfaction. (SK)

Municipal employees (n=269) ranked 15 motivational factors. Supervisors were significantly dissatisfied with about half; nonsupervisory workers were satisfied with only one. The latter expressed less interest in learning new things, benefitting society, and having autonomy and more interest in advancement, security, exercising leadership, and…

Interviews with six workers depict experiences of downsizing, outsourcing, and retraining that have changed the concept of career from progression to trajectory. Participants mapped their overall life career by linking work and learning histories with family and social life. (SK)

Presents an overview of job burnout, discusses the pioneering research and current theories of the burnout construct, along with the history of the main burnout assessment--the Maslach Burnout Inventory. Concludes that an understanding of the interaction between employee and his or her environment is critical for grasping the origin of burnout.…

Examined the score reliability of a measure of life satisfaction, the Life Satisfaction Index (LSI) using 34 research studies. Results reveal an average reliability of 0.79. Results provide evidence for adequate reliability of LSI scores across a variety of sample characteristics, but they must be interpreted with caution given the small sample…

Discusses the growth of Internet use and the resulting changes in customer behaviors related to the Internet, attitudes toward the traditional mass media, and satisfaction. Describes a study that investigated types of changes that have been made in Korea due to the transition of the networking environment. (Author/LRW)

Offers an understanding of "class activism" that focuses less on the putative emotional needs of working-class students, of whatever ethnicity or gender, and more on the ways hierarchy and distinction are reproduced within and outside of the various institutions of higher education. Suggests that it is possible and even desirable for most people…

Data from 178 proteges supported Kram's model of mentoring phases: initiation, cultivation, separation, and redefinition. Data from 82 current and 69 former proteges were compared to those from 93 who were never mentored. Mentees had better career outcomes, organizational socialization, and job satisfaction; those not mentored had slightly higher…