The Ford factory in Cologne, Germany, uses a variety of flexible learning methods to enable unskilled and semiskilled workers to acquire vocational qualifications. Methods include tutorials, simulations, micro worlds, and hypermedia databases. (SK)

A sample (N=416) of assembly-line operators were asked to rate their supervisors according to an instrument which contained a list of positive supervisory traits and behaviors. Three rating options were provided: agree, don't know, and disagree. Dissatisfied raters were found to give significantly more neutral responses than satisfied raters.…

Objective: This paper reports women seafarers' experiences of sexual harassment. Design: Data reported in this paper were collected as part of a larger study exploring company policies and practices relating to women seafarers and the experiences of women seafarers themselves. Setting: Data reported here was collected with women from seven…

Discusses the changing nature and growing need for more effective maintenance training. (Editor)

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)

A new Dutch training program prepares school dropouts as assistants, enabling them to work at low-skilled jobs and prepare for continued study. Regional training centers are still seeking workable instructional models for the program. Greater emphasis should be placed on the relationship between this initial training and future training. (Contains…

Examines how union policies regarding training have developed to confront the problems of workers with low skill levels. Looks at the findings of a comparative study of policies in France, Belgium, Germany, Great Britain, and Italy. (JOW)

Comparison of national policies in South Korea, Singapore, and Britain to respond to low-skills equilibria (self-reinforcing institutions that stifle demand for skill improvements) shows that different responses stem from national differences in supply/demand and the differential impact of globalization due to the individual economic and social…

Although publicized figures indicate that private industry has hired over 100,000 "hard-core" nationally, this study identified less than 10,000 persons who were receiving special training. Data on the successes, failures and problems of training programs were obtained by questionnaire from 224 companies with a total work force of over…

While methodological difficulties associated with the study of age and work performance make firm conclusions difficult to draw, it is apparent from a number of well-designed studies that age often has no real influence on performance. Wide individual differences exist and experience often counteracts any age effects. (JOW)

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)

The Proposition that Herzberg's bipartite analysis of job satisfaction oversimplifies by failing to take account of variations in work orientation was tested empirically and corroborated; dominant rewards for expressively oriented workers are intrinsic, for instrumentally oriented workers, extrinsic. Management should ascertain variations in…

Non-supervisory training courses covering: understanding information needs; how to work with different managerial styles; thinking ideas through; how to size-up methods; communication; anticipating problems; capitalizing on mistakes; how to use time and set standards and goals--help operating people do their jobs better and prepare them to accept…