Examined relationship between perceived stress resulting from job insecurity and marital and family functioning. Data from 111 married couples in which at least 1 spouse was working in insecure job environment showed that job insecurity stress was related in systematic way to marital and family dysfunction and number of family problems reported.…

Assessed predictive power of 5 work-related stressors identified in clergy family literature on criterion variables of marital, parent, and life satisfaction among 272 clergy husbands and their wives from 6 denominations. Findings supported hypotheses that work-related stressors were inversely related to marital, parental, and life satisfaction…

Used Double ABCX model of family stress and adaptation to identify factors that are associated with successful adaptation to frequent involuntary relocation among 212 clergy families. Wives reported significantly higher stress, more negative perceptions of their most recent relocation, lower coping resources, and lower well-being that did clergy…

Personal style patterns and environmental constraints and opportunities of the workgroup were identified by 367 Navy personnel and 114 supervisors. Personal style predicted different job outcomes--performance, satisfaction, withdrawal--across the organization and within groups. Recognition of personal style and environmental patterns could enhance…

Virtual work teams scattered around the globe are becoming a feature of corporate workplaces. Although most people prefer face-to-face meetings and interactions, reality often requires telecommuting. (JOW)

It is time to reframe thinking about the training profession and its relevance. Trainers must shift their focus from training to high performance. (JOW)

Of a group of 91 trainees, 35 had a pretraining expectations discussion and posttraining follow-up with their managers and 35 did not. Those who received management support had significantly higher transfer and a more positive perception of the forces in the work environment encouraging transfer. (SK)

A majority of 195 Society of Human Resource Management members surveyed favored direct disclosure of a disability at or after a job interview, but a sizable minority recommended indirect disclosure prior to the interview. Most (57%) believed their organization provides a supportive environment for people with disabilities. (SK)

As the world population ages, the number of active workers to support nonworking elders is decreasing. Early retirement and working conditions that limit older worker participation have contributed to the problem. (SK)

Discusses the basic skills training program instituted for the nonexempt work force at First Chicago Corporation, the 10th-largest bank holding company in the United States. Presents the rationale for the program and describes the successful training efforts in place at the bank. (JOW)

Workers' opinions regarding adult education conducted in the workplace demonstrated insight about themselves as learners and an understanding of high quality adult education programs. As a whole, the 80 participants preferred active, hands-on learning and preferred someone to demonstrate the task and then to try it themselves. (JOW)

Staff of the Adult Learning Resource Center in Des Plaines, Illinois, expanded their traditional program of adult education support services to include workplace training and support. A Workforce Education Provider Discussion Group was established. (Author/JOW)

Suggests that business communication teachers examine their course content to determine whether it contains assumptions and views limited to a particular culture. Offers appropriate guidelines and activities that are easy to implement in the business communication schedule. (JOW)

Today's participatory work cultures are moving power down through organizations. Many of them empower self-directed work teams (SDTs) with the responsibility for managing themselves and their work. Key issues in building successful SDTs include selecting team players, training for success, and rewarding team performance. (JOW)

Interviews with 1,115 male and 271 female professionals revealed significant gender differences in objective characteristics (job title, salary grade, and numbers supervised) and few differences in subjective characteristics (rewards, peer cohesion, staff support, role conflict/ambiguity, workload). (SK)