"Affirmative action" studies have reached a point which has produced for academic women a "crisis" or "turning point" in their professional lives. The problem is clearly evident, but remedial action has been very slow in development. Data on salary, rank, tenure, status, and policy-making powers illustrate few changes from previous discriminatory…

The conference was arranged by the Organization for Economic Cooperation and Development (OECD) Manpower and Social Affairs Directorate to enable representatives of employers' associations, labor unions, senior civil servants and academics from member OECD countries to exchange views on more flexible arrangements of working time. The document…

This report constitutes a basic data source on the organizational relations, activities, and attitudes of scientists and research managers in a variety of contexts throughout the United States. The data were obtained from a national survey of scientists and research managers in four disciplines--biology, chemistry, mathematics, and physics--using…

The agenda and three presentations of a program conducted for youth employed through the Neighborhood Youth Corps in 15 southwestern Minnesota counties are presented. The three speeches were "The World of Work and Self-Understanding" by Charles E. Ramsey, "An Employer's Perspective" by Steve Baloga, and "The Department of…

The rapid influx of collective bargaining into colleges and universities has resulted in a need for understanding the ramifications of this movement. Collective bargaining exists in 10% of the higher education institutions in this country, but it indirectly influences all institutions. There is a need to study diverse faculty motivations (power…

This paper presents an overview of collective bargaining in higher education with particular emphasis on the impact of this employee relations process on student development personnel and on the students they serve. It addresses six general questions often raised concerning collective bargaining: (1) What is collective bargaining? (2) How…

Compiled in this document are nine articles addressed to trustees on collective bargaining in two-year colleges. Titles include: (1) Alternatives to Collective Bargaining; (2) Are There Alternatives to Collective Bargaining?; (3) Trustee Involvement in Preparation for Community College Collective Bargaining With Faculty--A Case Study; (4) The…

Management has direct responsibility for causing employees to understand how necessary it is to do career planning. They must not only make employees aware of the acceleration of change in job content and in job entry requirements, but also of new career tracks and potential obsolescence of current career tracks. (Author/BP)

A study of teacher militancy at a medium size University indicates that faculty militancy may be more a function of perceptions of the employing organizational context than standard demographic characteristics. (Author/DE)

Discusses differences between collective negotiations in the private sector and public sector and offers suggested guidelines for school board members and district administrators to follow in preparing for negotiations. (JG)

Results of two separate college surveys of faculty attitudes toward labor union membership are discussed. Organizational status, political liberalism, salary dissatisfaction, and distrust of organizational decision-making all figure in support for unionism. (MF)

For long job-tenured individuals, greater interest congruency was associated with better satisfaction with work and supervision. For short job-tenured individuals, interest congruency was not related to satisfaction. Apparently, the consequences of interest congruency take time to emerge. (Author)

Presents a study of the relationship of managerial communication and employee morale by means of a questionnaire covering variables such as the quality of relationship, quality of communication, job satisfaction, willingness to move, and identification with a work group. (JMF)

Based on data collected to measure work values and perceptions of problems by married women, aged twenty to thirty-four, in the dual role of homemaker and clerical employee, the author presents findings from analyses of the relationships among work values, demographic and biographical variables, and problem perceptions. (MF)

The model described requires an examination of employee perceptions, the labor contract, labor-management relations, and attitudes of top management and union officials. Major emphasis is placed on the questionnaire and the methodology and analysis required to examine employee perceptions. (Author/MLF)