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The article presents an overview of various industrial and labor researches. Robert McKersie of the Graduate School of Business is continuing his research on minority employment patterns, with focus on the effect of geographical location. The Conservation Project's series of regional and metropolitan studies is set to appear in various publications, with its new studies on blue-collar and white-collar labor markets. Members of the Faculty of the Harvard Business School under the direction of the Division of Research has carried a research on Management Policy and Decision Analysis, which aims to examine the approaches of mathematical and behavioral science decision analysis in resolving policy problems at top levels of management.

Analysis of changes in the size and composition of the American labor force has generally depended on data derived from general population and labor-force surveys such as the decennial census. Data from these sources limit severely the extent to which the interrelationships among various factors influencing laborforce participation can be investigated, nor do such data permit prediction of which individuals will or will not enter the labor force. This study of a sample of married women in St. Paul, Minnesota, attempted an analysis of the interrelationships among a set of variables selected because of their presumed influence on the labor-force participation of such women. Previous employment experience was found to be the single, most important predictor of labor-force participation, but was modified by such factors as age and the presence of small children in the home. [ABSTRACT FROM AUTHOR]

We examined moderating effects of professional satisfaction on physicians' motivation to adhere to diabetes guidelines associated with pay-for-performance incentives. We merged cross-sectional survey data on attitudes, from 156 primary physicians, with prospective medical record-sourced data on guideline adherence and census data on ambulatory-care population characteristics. We examined moderating effects by testing theory-driven models for satisfied versus discontented physicians, using partial least squares structural equation modeling. Results show that attitudes motivated, while norms suppressed, adherence to guidelines among discontented physicians. Separate models for satisfied versus discontented physicians revealed motivational differences. Satisfied physicians disregarded intrinsic and extrinsic influences and biases. Discontented physicians, alienated by social pressure, favored personal inclinations. To improve adherence to guidelines among discontented physicians, incentives should align with personal attitudes and incorporate promotional campaigns countering resentment of peer and organizational pressure. [ABSTRACT FROM AUTHOR]

The article presents information on some research work from University of Minnesota's Industrial Relations Center, which are related to the field of Industrial management. The focus of the study is development and testing of models of organization behavior. An over-all research model has been developed which relates organization structure, rewards, environmental variables, and person characteristics of organization members. A series of studies is planned to investigate various portions of this model. One project, already under way, is directed toward the development of criteria of organization effectiveness. The first stage is a factor analytic study of organization characteristics cited in the literature as descriptive of effectively performing organizations. Dimensions of organization effectiveness identified in the first stage are used in the development of specific measurement scales, and factor measures are then investigated to determine the nature and degree of relationship to global criteria of organizational effectiveness.

This review describes the evolution of personnel administration/human resource management (PA/HRM) and discusses current trends and issues in the field. Recent shifts in orientation, such as changes from personnel to human resources, from administration to management, and from human relations to organizational effectiveness, are surveyed. These shifts are interpreted as indicative of a search for a unifying analytical framework for PA/HRM. Integrative concepts from the organization sciences, particularly the idea of different labor market structures, are viewed as possibilities for synthesizing HRM strategy. Approaches for future research and practice are suggested. [ABSTRACT FROM AUTHOR]

This study reports on approaches to the comparable-worth issue that are being taken by compensation specialists in 360 small, medium, and large companies. [ABSTRACT FROM PUBLISHER]

This article focuses on group meeting related to the role of higher education in retirement planning. Business, Industry and Government have specific needs in me areas of retirement planning and counseling which can be met through the services of university and college retirement planning programs. The group discussion revealed that university testing and advisement centers are in a unique position to do personal appraisals on individuals preparing for retirement. In situations where a business, industrial or governmental unit prefers to organize its own retirement planning program, universities and colleges can render specific services as consultants in planning, organizing and operating such programs. Increased services to those in business, industry and government who are preparing for retirement are crucially needed to enable the individuals to handle their individual retirement situations successfully.