Reports on a study designed to explore the relationship between person-environment congruence and the perceived social climate of the work environment (community hospital setting) using 133 management and staff nurses. Findings revealed that there are no significant differences between congruent and incongruent groups for any of the three…

Examined effects of closed versus open physical office environment on worker attitude, perception, and interpersonal relations. Results from 24 university office employees revealed that closed environment offered privacy but isolated employees. Findings suggest use of modular furniture systems may provide privacy and still maintain interactive…

Discusses a study of staff regarding noncourse based learning. Analyzes how patterns of learning relate to various outcomes. Found that managers need help in combining proactivity, elegance, and opportunism in their choice and use of learning patterns. (JOW)

Describes a program designed to help people develop continuous personal development as a life-at-work strategy for dealing with a continuously changing world. (JOW)

Refutes the idea that autonomy in work is necessary for efficient coordination or to enable the organization to develop a learning structure. Suggests that autonomy is an important element for internal incentive; if training is to become an incentive factor, autonomy is essential. (SK)

Relates Holland's theory of vocational choice and congruence between personality and work environment to Cass's model of lesbian/gay identity development. Suggests that Holland's congruence and Cass's interpersonal congruence concepts need to be considered in career counseling with lesbian/gay clients. (SK)

School psychologists (n=139) completed survey that included Maslach Burnout Inventory; stress inventory; demographic questions; and questions designed to assess job satisfaction, ideal caseloads, and intent to leave the profession. Results suggest that symptoms of burnout occur frequently, particularly feelings of emotional exhaustion and reduced…

Reviews three workplace changes (downsizing, diffusing information via computerized telecommunication technologies, and increasing reliance on high-involvement team approaches) and examines their implications for employees and their families. Proposes that these changes are related to workplace characteristics that impact families, including work…

The empowerment of individuals with disabilities has resulted in a corresponding disempowerment of service professionals. These professionals need the freedom to be diligent and effective in their work; they need opportunities to be creative, to try out new ideas, and perhaps to fail, rather than be buried under excessively burdensome restrictions…

The new direction in employee participation, workplace technology, and labor force characteristics may be reviving practices that failed to flourish in the past. Theoretical and historical perspectives provide a context for the effective use of high performance workplace practices. (JOW)

Post-Fordism suggests that trade work practices are outmoded and industrial restructuring will improve economic outcomes. This view overlooks an important characteristic of industrial trades--the integrity of the work culture--and is oblivious to the merits of the tradespersons' cultural identity. (SK)

In this 2-year follow-up of 100 nurses, significant increases were observed for burnout and depression. At initial assessment and follow-up, burned-out nurses displayed accurate perceptions of job uncontrollability, whereas non-burned-out nurses overestimated job control. Perceptual accuracy increased in linear fashion with degree of burnout,…

Work behaviors that prevent an individual with disabilities from getting and keeping a job are considered, along with ways to change behaviors. Nine ways to change negative work behaviors are addressed, including teaching/training, goal-setting, motivating, counseling, role-playing, and social reinforcement and behavior modification. (SW)

Bad bosses use their positions as a personal playing field for games of their own making. Good bosses delegate authority, support their subordinates, enjoy their jobs, and have a healthy sense of humor. Varieties of bad bosses include disagreeable taskmasters, overly ambitious coverup artists, and outright "wackos." Educators can thrive…

An organizationally based career development model posits that considering both individual and organizational perspectives is problematic and planning must take both a causal and purposive perspective. Computer-assisted career guidance can assist in developing individual action plans and provide aggregate data for organizational development. (JOW)