Examines the industrialized concept of career and analyzes ways in which this concept is breaking down. Explores the emerging significance of alternative concepts and identifies some of their implications for career guidance. Argues for the social significance of career guidance in its relation to the importance of individual experiences. (RJM)

Uses a cultural map exercise to show how culture affects educators' perspectives of gender issues in school administration. Discusses individual cultural identity and the influences of educators' societal/national, regional/linguistic or racial/ethnic, and individual belief cultures. Feminist theory and its premises can help everyone understand…

Explores cognitive attributes that allow individuals to function effectively in the changing nature of society and the workplace. Describes emerging models for learning and suggests that changing workplaces require a distributed cognitive model of human competence which promotes critical thinking and lifelong learning. (Author/LRW)

Interviews 6 months after 14 social services employees participated in inservice training identified job and work environment factors that impede transfer of training: short duration, lack of time and opportunity to practice, minimal supervisor support, and the perception that such training was more for personal development than application to the…

Describes an ecological model of the vocational behavior of people with disabilities that includes context, the individual, mediating factors (individual, cultural, societal), environmental constructs, and outcomes. Discusses employment challenges for people with disabilities (job insecurity, technology, policies, stress) and makes suggestions for…

Presents the results of a study that focused on employees (n=114) from various industries and organizations. Reports that organizational citizenship behaviors increased when employees viewed fair treatment by supervisors as more positive. Includes references. (CMK)

Of 247 graduates of a management and organizational development program, 188 identified themselves as leaders; 155 responded to a survey of learning outcomes. Only 3 of 27 outcomes were frequently applied in their work (communication skills, flexibility to adapt to change, and adjustment to organizational culture). (Contains 63 references.) (SK)

This autoethnography provides insights into the experiences of a first-year elementary school principal that led to a change in leadership style from an authoritarian style to a transformational leader. Discusses changes in the school to a more positive climate that had a more positive effect on learning and working environments. (Author/LRW)

Interviews in two technology-intensive Finnish companies (banking and engineering) found that workplace learning was continuous and active. Learning stimuli and competence development differed in two settings. A more systematic, long-term approach to learning and acknowledgment of collective competence could improve the work environment as a…

Data from employees in two Native American organizations (n=151, 77 Native Americans) were subjected to structural equation modeling. Employees' sense of community and control at work mediates the relationship among four factors (ethnicity, family-sensitive supervision, intrinsic value of work, flexibility) and work-family conflict. Results for…

Studies 1 and 2 explored the factor structure of the Approaches to Work Questionnaire (AWQ) and Workplace Climate Questionnaire (n=305, n=172). Study 3 tested scales and structure of the revised AWQ, identifying three factors: deep, surface-rational, and surface-disorganized workplace learning. Workplace Climate Questionnaire components were good…

Results of recent studies on why people leave or stay with an employer identified organizational, job, and leadership issues. Factors included job satisfaction, organizational climate, salary and benefits, loyalty, and anxiety about the economy and job market. Research showed three periods of highest risk of turnover: after the initial 30-60 days,…

U.S. employers' use of numerical and functional flexibility has created a division between organizational insiders (core) and outsiders (periphery). The latter have nonstandard work arrangements, the consequences of which differ depending on workers' degree of control over skills, autonomy, and transferability. (Contains 39 references.)

Describes reasons for teacher job satisfaction at a year-round elementary school (Timber Lane) in Fairfax County, Virginia, such as flexible work schedules, reduced stress, and time for professional planning. (PKP)

To examine the influence of gender and gender role on anger experiences in the workplace, 257 adult students completed narratives describing their anger-provoking issues and anger expression. Analyses revealed that gender did not influence the types of issues cited or workers' anger expressions. (Contains 39 references and an appendix.) (GCP)