Examines state law and court cases concerning self-dealing and conflict of interest in North Carolina. (IRT)

The U.S. Civil Service Commission conducted three criterion-related validity studies for its PACE Test. Three occupations were examined using a specially designed supervisory rating form, job information test, and work sample. A computer analyzed task inventory was the keystone of the study. (Editor/SJL)

This study lends support for the hypothesis that management attitudes toward the union have a strong influence on the success of the union-management relationship in the public sector. However, the causal direction of this correlation was not thoroughly determined. (Author)

Interest and pressure group activity is analyzed in the context of state public employee relations laws and state "open meeting" laws. Suggests that the courts and state labor relations boards are susceptible receptors of pressure- and interest-group influence. (Author/IRT)

Describes the effort the state of Alabama has exerted to construct and use content-oriented tests valid for ranking applicants for employment in the state merit system. (IRT)

Discusses the role and accomplishments of the director of the White House Office of Science and Technology Policy (OSTP). The relationship between the OSTP and the Congress is also discussed. (HM)

Who exactly are Her Majesty's Inspectorate? How are they selected and trained? What do they actually do with their time? Investigates "the eyes and ears of the Department of Education and Science". (Editor/RK)

Reviews court decisions relevant to the conflict between union contract provisions requiring financial contributions from employees who choose not to be union members and the constitutional rights of employees whose religious beliefs prevent them from joining or financially supporting a union. (JG)

Data from 138 Senior Executive Service members were analyzed to explain why, although approximately half of federal civil servants are female, only 13% of federal executives are. Male and female executives were similar in knowledge, abilities, skills, and leadership, suggesting that federal executives are treated equitably. (JOW)

A study of the relationship between educational level and field on the job satisfaction of 774 Kuwaiti women government employees found that higher educational attainment was associated with lower satisfaction with job, pay, security, supervision, and promotion. Job satisfaction was not associated with field of study. (Contains 55 references.)…

Government employment statistics indicate that the number of federal labor relations specialists declined 7% from 1991-2000; the proportion of women in the field grew from 42.2% to 50.9%; and the pay gap narrowed. The number of women in upper management rose 18% between 1991 and 1998. (Contains 31 references.) (SK)

The author sees cause for concern in the number of complaints to the International Labour Organisation alleging violations of teachers' union rights. She examines the right of public employees to organize and strike and government interference, concluding that greater protection for teachers' unions may be needed. (SK)

Profiles Finnish government employees--10 percent of the Finnish labor force. Describes preservice and inservice training and the effect of such trends as use of technology, transfer of activity from the private to the public sector, and European unification. (SK)

Presents interview with Fran Lopes, the assistant director for recruiting and special personnel programs at the federal government's Office of Personnel Management. Lopes discusses the federal government's college relations and recruiting initiatives. (NB)

Responses from 325 senior state government employees showed that pressure for change was linked to stress, dissatisfaction, and intention to leave. Psychological hardiness had a negative impact on stress and a positive impact on satisfaction. Hardiness may serve as a significant counterforce to the effects of pressure. (SK)