As a result of a study of business educators' perceptions of training needs for the office of the future, a model two-year postsecondary office technology program was developed. The model proposes core courses, technical electives, and general studies courses, emphasizing word processing, communication skills, and machine transcription. (SK)

A series of structured telephone interviews with members of 40 organizations revealed that career development is a highly regarded contributor to organizational effectiveness. (Author/SSH)

Successful career development programs must be based on current and future organizational requirements for management, professional, and technical personnel and should promote and guide career development planning to meet those specific needs. (SSH)

This study involved the identification of perceptions of three groups--working students, their supervisors, and the faculty at the University of the District of Columbia--about the gap that exists between education and the world of work in the area of business communications. (Author/SSH)

Focuses on small groups in work organizations, sources of stress, and available social support systems in five articles. Includes a methodological paper on measuring social support in work groups. Analyzes the complexity of coping strategies, and the relationship of occupational and life stressors to each other and the family. (KMF)

The authors address the need of workers to pursue various kinds of education and training. They describe how a workplace counselor can help workers gain greater access to information, training, and educational opportunities in order to deal with work and personal changes. (Editor/CT)

Describes the use of participative action research to solve problems of work-related employee injuries in a rural midwestern electronics plant by increasing employee involvement. The researchers established an employee problem-solving group that interviewed and surveyed workers, analyzed the results, and suggested new work arrangements. (Author/RW)

Cites court cases and Equal Employment Opportunity Commission guidelines that affix employer liability for sexual harassment. Offers management advice on developing policies and practices for dealing with sexual harassment that are based on responses from 74 "Fortune 500" firms. (Author/MLF)

In workstation design, furniture selection and arrangement directly relate to the way in which work is accomplished. Standardized workstations are being developed to fit the specific needs of various job categories within the electronic office. (Author/MLF)

Problems in the community health middle management role are explored. Sources of role ambiguity (bureaucratic role discrepancy, professional role discrepancy, performance role discrepancy) are examined. The advantages of the creation of a holistic-oriented environment also are discussed. (CT)

Centralized collective bargaining has increased teachers' salaries and provided better working conditions and benefits in Quebec. But it has also spawned a number of troublesome consequences that promote conflict. (Author)

Described is a study which replicates one conducted four years before in which data were collected on junior- and senior-high science teacher perceptions of their teaching skills and their school conditions. Results show that teachers' perceptions have become more favorable since the original study. (CS)

Job satisfaction and involvement relate to a need for achievement and dominance, but not to the need for autonomy. Employees with achievement needs succeed in a Scanlon Plan environment. Participative management also appeals to those with dominance needs. (JAC)

Women whose choices were in nontraditional career fields were significantly more likely to be making choices congruent with their personality type. While sex-role orientation was not significantly related to either congruence or traditionality, masculine-typed women were most likely to make nontraditional and congruent career choices. (Author)

Factors affecting job satisfaction and the impact of satisfaction on job performance were investigated to develop strategies for dealing with low job satisfaction. Results indicated that student affairs staff were satisfied with their current jobs, but did not feel that student affairs was considered important at their institutions. (RC)