Examines the marketing influences (robust economy, low unemployment, young employees, changes in work arrangements) that are converging to create the recruiting and retention challenges that companies face. Offers suggestions such as marketing a business as a brand and seeking continuous feedback from employees. (JOW)

Surveys of 141 upper/middle managers and 418 university employees demonstrated that higher organizational commitment decreased the link between organizational politics and job tension. For managers, commitment decreased the effect of politics on intention to quit. (SK)

The most innovative organizations translate ideas into business solutions and foster creativity by making it part of their culture. Features that support employee creativity include challenge and involvement, freedom, trust and openness, idea time and support, playfulness/humor, conflict resolution, debate, and risk taking. (JOW)

This report describes results from the AISD Central Office Work Environment Surveys administered in 2005-2006 through 2007-2008.

Previous research on psychological contracts has focused on whether or not employees feel their employers have fulfilled the promises made to them. Instead, here we examine how perceptions of the external labor market, particularly about whether present psychological contracts could be replicated elsewhere, influence employees' attachment to their…

Layoffs and employment changes caused by current economic conditions have significant effects on employee work behavior and emotions as well as organizational outcomes. We examined the relationships between measures of job insecurity, organizational commitment, turnover, absenteeism, and worker performance within a manufacturer in Chapter 11…

Although SAS PROC CALIS is not designed to perform multigroup comparisons, it is believed that SAS can be "tricked" into doing so for groups of equal size. At present, there are no comprehensive examples of the steps involved in performing a multigroup comparison in SAS. The purpose of this article is to illustrate these steps. We demonstrate…

During the spring of 2006, CAEL (Council for Adult and Experiential Learning) conducted a national Career Advising Survey (CAS) to better understand the current state of employer-provided education and career advising or coaching benefits. The CAS research gleaned detailed information about the design, administration, use and effectiveness of…

The current study used a multiple baseline design to investigate the effects of graphic feedback, goal setting, and manager praise on customer service behaviors in a large retail setting. Direct observation of customer greeting, eye contact, and smiling was used to collect data. After baseline data were collected feedback graphs were posted twice…

This study replicates and extends Coyle-Shapiro and Morrow's study (Coyle-Shapiro, J.A.-M., & Morrow, P.C. 2006. Organizational and client commitment among contracted employees. "Journal of Vocational Behavior, 28," 416-431) of organizational and client commitment among contracted employees. Our study focuses on temporary workers rather than…

In April 2009, a high school principal in a large Arizona school district met individually with 18 of his most senior teachers to inform them that they would not have a job the following year. Why didn't tenure protect them from wholesale dismissal? The answer is they all had one thing in common: they were retirees who had been leased or hired…

For more than a decade, correctional leaders throughout the country have attempted to come to grips with the basic issues involved in ascertaining and meeting the needs of correctional institutions. This study investigated job satisfaction in 122 correctional officers employed in both rural and urban prison locations for the State of Kansas…

Four ideas to improve the results of training are: choose students carefully, utilize pre-training preparation, be supportive, and employ a scheduled follow-up and evaluation. (Author/BP)

Library managers can benefit from a study of differing management theories and a greater understanding of human interactions in the work environment. They must recognize that where there is poor interaction their role is causative as well as crucial. (Author)

LSW Industries has one feature that distinguishes it from other small firms in that every full-time employee is classified as "disadvantaged"--either poor, from a minority group, handicapped, a migrant worker, a parolee, poorly educated, or a combination of these. (Author/BP)