Presents support for the conclusion that an equity expectation exists among workers vis-a-vis their supervisor's communicative behavior toward them. Three communicative variables were manipulated simultaneously to create clearly different relationships between control and experimental groups, and perceived inequity and its effects were measured.…

Using job satisfaction data this study finds that: female subordinates supervised by male supervisors were less satisfied with supervision than those supervised by women, and women who had female supervisors indicated more satisfaction with their work than men with male supervisors. (Author)

Examines whether the prohibition against sex discrimination in Title VII of the Civil Rights Act of 1964 includes a prohibition against sexual harassment and the evolving theory in the federal court system that permits the plaintiff to include the corporate employer in her Title VII claim. (Author/IRT)

Personal characteristics, job characteristics, and work experiences influenced commitment. Moreover, commitment was found to be strongly related to intent and desire to remain for both samples and moderately related to attendance and turnover for one sample. Performance was generally unrelated to commitment. (Author)

The employee medical reimbursement plan offers a new dimension in fringe benefits. This article discusses the purposes of such plans to determine who should adopt them, to guide draftsmen in their preparation, and to aid administrators and fiduciaries in their management. (LBH)

Presents (1) a brief discussion of the distinction between assertion training and nonassertion training, (2) examples of management styles which are symptomatic, under certain conditions, of over-assertiveness, and (3) a short discussion concerning training procedures that can be used for nonassertion training sessions. (TA)

Presents empirically derived models of expatriate-local staff oral communication patterns in Taiwan. Finds that communication dynamics differed in three identified communication zones, expatriates with the cooperation of the local Chinese developed efficient but different communication systems in all three zones, and cultural influences on both…

Discusses "career resiliency," a relationship in which the employer and the employee share responsibility for maintaining the individual's employability inside and outside the company. (Author/JOW)

Downsizing can result in remaining staff developing "survivor syndrome," experiencing low morale, stress, and other psychosocial problems. If downsizing is necessary, precautions include managing perceptions and communications and empowering employees to take career ownership. (SK)

A survey on employee turnover was administered in five Ohio public libraries, eliciting information on common reasons for and against remaining at a given position. The study found that although there are many reasons for staying, as many as 45% of respondents say they have thought seriously about leaving their job in the last 12 months. Contains…

Describes job performance counseling as a major part of a manager's job. Examines three types: disciplinary counseling, grievance counseling, and performance appraisal. (SK)

States that providing negative feedback to subordinates is one of the most difficult and stressful interactions in the workplace and may prompt hostility and retaliation. Examines managers' concerns and experiences with this process. Finds that most employee aggression following feedback is verbal, passive, and/or indirect in nature. Suggests…

A survey of 524 managers identified key practices to improve performance in a changing environment: clarifying roles, goals, and expectations; ongoing performance evaluation, feedback, and coaching; mentoring; challenging assignments; formal career planning; customer contact; cross-training; and 360-degree feedback. (Contains 31 references.) (SK)

The work-family audit is a framework for employer planning of work-family policies and programs. The audit identifies key aspects of the labor force and community. Steps are identifying options, specifying objectives, planning for implementation, stating outcomes and benefits, and preparing to measure costs and benefits. (SK)

Case studies of company education and training in Japan reveal the influence on organizational learning of such sociocultural factors as tradition, belief in self-improvement and literacy, learning for the sake of the group, exclusivity of corporate culture, and the uniqueness of being Japanese. (SK)