To investigate the development of self-esteem in the early work career, a secondary analysis of data from 843 members of the "Youth in Transition" panel of young men was performed. The findings suggest that conditions of work are more consequential for the self-image than socioeconomic standing. (Author/CT)

Lists in tabular form job requirements, work environment, and other characteristics of 19 major groups of occupations. (CH)

Determines the level of union activity in housing offices in the southeast region of the Association of College and University Housing Officers-International (ACUHO-I). Focuses on interest in unions by housing employees, potential for change, factors likely to foster union activity, and types of institutions most likely to be unionized. (ABB)

Hypotheses regarding the social contexts of reading activities were tested in two studies. Significant three-way interactions were found between (1) education, setting, and the contents (subject matters) of reading; and (2) occupation, setting, and reading contents. Because social contexts influence reading practices they should be considered in…

The author projects some possible future scenarios concerning the world of work and discusses their economic, political, and attitudinal implications. He states that since the consequences of an almost-workless world would be profound, affecting all the values and structures of contemporary society, planning for such an eventuality is urgent. (CT)

The numerous company programs in North America that have developed countermeasures against drug and alcohol abuse in the workplace, ranging from prevention, health promotion and education, to treatment and rehabilitation, provide instructive examples of an effective approach that in most cases has more than paid for its cost. (Author/CT)

Analyzes the provisions of recent negotiation agreements focusing on effects of technological developments in banking and insurance; general provisions; procedural provisions; and substantive provisions relating to job security, early retirement, working hours, retraining, downgrading, severance pay, and safety and health. (Author/SK)

Discusses human factors (ergonomic) requirements in equipment design for video display terminals and the work environment. (SK)

Presents evidence of welfare activity in a number of work organizations based in Scotland that have introduced recovery programs for employees with alcohol-related problems. The study points to extensive involvement by personnel specialists in the operation of these policies. (CT)

Explored determinants of work/family role strain using 1979 questionnaire data from 468 employed parents. Examination of individual-level, family-level, and work-related variables revealed that work-related variables, as a group, had greatest impact on job tension. (Author/NRB)

Safety suggestions are presented to increase job safety for all employees, especially the hearing impaired. Suggestions include use of various types of lights and equipment such as vests, helmets, and pagers. The article also examines studies of safety programs already in effect and the question of safety for hearing impaired drivers. (CT)

Argues that situational and cultural modalities often converge to create misunderstandings between Black and White employers and employees. Analyzes also "modalities of interaction," verbal and nonverbal behaviors that characterize interaction between persons. (KH)

Various approaches to graphic literacy are reviewed in relation to vocational education. An overview is then presented of Sticht's Developmental Model of Literacy and a study conducted by Sofo on graphic literacy in the workplace is described. (Author/CT)

Setting up parent education programs to be implemented in the workplace is discussed. Steps include planning, scheduling, evaluation, and followup. (CT)

To establish good working relationships with their school boards, superintendents should (1) be willing to be vulnerable, (2) be open and accurate, (3) be consistently civil, (4) seek compromise, (5) avoid complacency, and (6) remember that the relationship with each individual board member is unique. (PGD)