The authors discuss advantages of self-directed learning as a part of the workplace training process. They describe how to plan and implement a self-directed learning program, covering staffing and resources, preliminary work, and general guidelines. (CH)

Consists of the results of a profile survey completed by more than 12,000 members of Professional Secretaries International. Information is included on secretarial titles, salaries, employer types, and secretaries' personal characteristics. (CH)

Examines two models of social control processes in computerized work settings, management control and professional negotiations, and introduces a third: institutional control. Discusses the value of these models in light of an intensive study of one complex organization. Asserts that the institutional control model helps explain crucial social…

Grant and Sleeter's contention that the form and content of teacher work is as much shaped by teachers themselves as by situational constraints is critiqued and found to be flawed. (Author/MT)

Both the Holmes Group and the Carnegie Task Force harbor a deep distrust of teachers, it is argued. Their recommendations are authoritarian and seek, through top-down controls of teacher education and credentialing institutions, the voluntary and enthusiastic acquiescence to the given structure by educators. (MT)

This study examines the issue of job satisfaction of college faculty from the perspective of Herzberg's "two-factor" theory and assesses the utility of the theory. Data from 1,089 full-time faculty in 20 college and university campuses supports that "intrinsic" factors contribute primarily to job satisfaction. (Author/LMO)

The author provides background on Acquired Immune Deficiency Syndrome (AIDS) and reviews employers' responsibilities both to infected employees and all employees. She recommends that organizations develop a policy on the issue, including when AIDS testing will be used. AIDS training of all employees is discussed. (CH)

The third in a series of four articles, this discusses the legal implications of the use of medical tests to prevent drug and alcohol abuse in the workplace and to reduce absenteeism, tardiness, reduced productivity, and accidents that result from employee substance abuse. Cites recent cases. (JOW)

Participants in a workplace health promotion program may be influenced as much by organizational characteristics as by health-related characteristics of employees. A study conducted at AT&T Communications used path analysis to develop a model of participation. It suggests that program developers should consider the organizational climate as…

Until individuals with special training in health education enter the field of occupational safety and health, it is unlikely that education will achieve its potential as a method for combatting occupational illness and injury. (JOW)

If training is to make a real difference in the organization, we need an alternative to the vacuum of performance. A view exists that springs from two fundamental premises: (1) every individual operates in the context of a performance system and (2) improvements in performance will occur only if we understand the variables in that system. (JOW)

Examined Holland's construct of congruence with job dissatisfaction among 1,869 employed persons. Developed congruence scale based on job aspirations as college freshmen, graduating major, and actual job in 1980. More men than women were dissatisfied with income, fringe benefits, and promotion opportunity. Those with high level of congruence were…

The paper discusses creativity and the creative process, cites current methods used to improve creativity in the workplace, and explains the concept of values and value systems as they relate to creativity. Values and value systems are defined; and their source, their nature and functions, and their measurement are outlined. (JDD)

A survey of 250 workers in five manufacturing firms examined sources of self-esteem in work. Responses suggest that, in the workplace, self-perceived competence is the most important source of self-esteem, followed by reflected appraisals and social comparisons. (JOW)

Describes the career development programs used by IBM, Bell Atlantic, and Xerox. They consist of career assessment by the employee, with the manager performing the role of facilitator. The organizations provide an environment conducive to professional growth, training and development opportunities, and support for the programs. (JOW)