A five-year study of effectiveness in work roles had four general objectives: (1) to assess associations between aspects of working conditions and indicators of employees' work role effectiveness; (2) to identify personal and situational characteristics that limit associations between working conditions and effectiveness; (3) to begin to map the statistical structure of associations among various classes of effectiveness measures; and (4) to assess the validity of effectiveness indicators when measured in different ways and tested against different causal factors. Major methodological findings were that information from different sources regarding working conditions and worker behavior is in agreement only for relatively unambiguous and external aspects of work. As the abstractness and, thus, potential ambiguity of a measure increase, assessments from workers, observers, and supervisors become increasingly liable to judgmental biases, such as the halo effect. Major substantive results include identification of stress effects upon worker attitudes and behaviors, including a withdrawal syndrome that begins with frequent absences and culminates in voluntary turnover. (Twenty-one chapters, each a self-contained paper including methodological information and citation of sources, comprise this final report. It is divided into two parts. Part I presents chapters on methodological topics including defining, measuring, and assessing the quality of employment, and assessing work environments with observational methods. Part II, employee responses to work environments, has three sections: work role stress and strain; motivation and rewards; and compatibility of work roles and life roles. A methodological appendix is available separately as CE 016 610.) (Author/JH)