Rehabilitation for patients recovering from surgical removal of the larynx should include vocational considerations with accompanying economic modifications. The literature pertaining to rehabilitative management of laryngectomees revealed numerous investigations concerned with physical restoration, remedial speech training and psycho-social adjustment, while few studies have been conducted concentrating upon vocational consequences of a laryngectomy. The primary purpose of this investigation was to examine the pre- and post-operative vocational status of laryngectomized patients residing in the Northwestern section of the United States.

The primary goal of this two-phased, sequential mixed-methods study was to discover whether union affiliation is associated with a lower occurrence of burnout in factory workers by comparing union and nonunion workers. The objective was to determine levels of burnout in union and nonunion employees as well their perception of social support in the workplace. The theoretical synthesis consisted of conservation of resources theory and the theory of reasoned action. The Oldenburg Burnout Inventory (OLBI) and the Quality of Worklife Questionnaire were used to identify the characteristics of the workplace (job demands and job resources) and the level of burnout. Quantitative results confirmed the presence of burnout in both sample populations. Regression results for union participants identified both poor management and increased in job demands as significant predictors of burnout. Conversely, regression results for nonunion participants pointed to poor management only as a significant predictor of burnout. Qualitative descriptive and explanatory thematic results provided additional contextual support for the quantitative findings - specifically, that both union and nonunion participants identified management as a primary concern. In addition, union participants also identified manpower and support as primary concerns in the work environment. The findings point to the negative consequences of burnout for the employer and employee and to areas of concern that need to be addressed in the employment setting. Implications for positive social change include the development of programs to minimize the development of burnout and increase an employee's organizational commitment.

The purpose of this study was to determine whether or not there is a significant relationship between job satisfaction, job involvement, perceived organizational support, and organizational commitment among educators. A review of the literature revealed there is limited research that examined organizational behaviors among educators. Organizational commitment has been identified as a leading factor impacting an employee's level of success in various organizations. There remains a gap in the current literature regarding specific attitudinal behaviors influencing organizational commitment across various levels of education. Organizational commitment among educators employed at the primary, secondary, and postsecondary levels was examined. The sample for this study included 900 educators in a southern U.S. state. Based on the social exchange and leader member Exchange theories, this study used a nonexperimental quantitative design. The data were analyzed using three hierarchical multiple regressions. The findings of this study revealed a significant relationship between job satisfaction, job involvement, and organizational commitment. Given the significance of these findings, promotion of dialogue within education could enhance social exchange relations, employee involvement, and educator commitment. Social change implications include the improvement of the educational services and student success outcomes and promotion of the importance of quality workplace exchanges, personal growth, leadership, scholarship, collaboration, and the benefits of a highly committed workforce.

Most companies lack the ability to implement organizational change; over 70% of Organization Change Initiatives (OCIs) fail. This inability has negative economic and survival implications for companies. OCIs must be effective and rapid to match the high pace of change in the business environment. Transformational leadership (TL) has been linked to successful OCIs through its positive influence on employee commitment and reduced resistance to change, yet little research has been done to identify its association with OCI implementation speed. This study tested TL and change theory and their association with change implementation. It sought to determine if a relationship exists between TL behavior and OCI implementation time. Archival survey and change data from 98 domestic and international manufacturing plants were used to examine relationships between employees' perceptions of leadership communication and trustworthiness and the speed of change. Hierarchical linear regression was used to determine if these behaviors could predict the change speed of an OCI. The study confirmed the association between effective leadership communication and employee trust in leadership, but it found no significant relationship between TL behavior and the speed of change. This finding is inconsistent with the majority of TL literature; however, companies may still benefit from exploring the potential of the study's theoretical concepts to help them improve the speed of organizational change. The limitations of the study were also noted as a potential contributor to the lack of significant findings, and recommendations are offered to reduce validity risk for similar studies in the future.

The Federal Aviation Administration (FAA) has experienced decreased return on investment caused by hiring too many air traffic controller specialists (ATCSs) who performed poorly in field training, thus failing to become certified professional controllers (CPCs). Based on Schmidt and Hunter's theory of job performance and biodata theory, this quantitative, archival study examined whether factors of cognitive ability and biodata could predict job performance status of 2 generations of ATCSs, poststrike (PS) and next generation (NG) controllers. For each generation of controllers, binary logistic regression analysis was conducted to determine if any of the independent variables---transmuted composite (TMC) score for PS controllers, Air Traffic and Selection and Training (AT-SAT) test score for NG controllers, average of high school arithmetic/math letter grade, overall high school average letter grade, self-estimation of time to become fully effective in the ATCS role, self-estimation of percentile ranking in the FAA program relative to the class, size of neighborhood raised, or socioeconomic status---are significant predictors of job performance status for controllers as measured by whether they pass the field OJT (i.e., certified or still in training, or failed certification or left training). The regression results for the PS and NG controllers were found to be statistically significant (chi2 (23) = 68.377, p < .001) and (chi 2 (17) = 99.496, p < .001), respectively. Findings that overall high school grade point average and socioeconomic status significantly predicted ATCS job performance for both PS and NG controllers could influence the FAA's use of revised biodata to better predict ATCS job performance. Further research should include studies of socioeconomic status, gender, and race to address new evidence that the AT-SAT has adverse impact.

Thesis (M.S.W.)--University of Hong Kong, 1995. / Includes bibliographical references (leaf 80-82).

Thesis (M.P.A.)--University of Hong Kong, 1995. / Includes bibliographical references (leaves 145-149).

Thesis (M.P.A.)--University of Hong Kong, 1995. / Includes bibliographical references (leaves 145-149). Also available in print.

The possibility that there are clients who are battered presenting themselves for vocational services without the battering relationship being identified or addressed was explored. Implications were drawn as to the influence early identification will have upon the formulation and successful completion of the Individualized Written Rehabilitation Plan.

Research reveals that rehabilitation counselors who are satisfied with their work environment tend to be more effective and have increased productivity. Rehabilitation counselors work with persons with disabilities to assist them in maximizing their ability to live independently in their communities.