Plan of joint organization through employee representation of longshoremen and truckers and the Seattle waterfront employers.

"Effective March 15, 1921."

Working for America : a federal employee survey : a report to the President and the Congress of the United States /

Item 290-K-5

Improving employee interviewing and counseling in supervision : conference leader's guide.

Cover title.

Employee compensation and payroll hours : women's and misses' suits and coats manufacturing, 1971 /

Cover title.

Federal white-collar employee salary reform /

"For release ... March 14, 1990."

National Science Foundation standards of employee conduct need improvement : report /

Mar. 29, 1979.

Performance management : aligning employee performance with agency goals at six Results Act pilots : report to the Chairman, Subcommittee on Civil Service, Committee on Government Reform and Oversight, House of Representatives /

"B-275942"--P. 1.

Alternative discipline : creative solutions for agencies to effectively address employee misconduct.

"July 2008"--Letter of transmission.

The power of federal employee engagement /

Includes bibliographical references.

Employee involvement : issues for agencies to consider in designing and implementing programs : report to the Ranking Minority Member, Subcommittee on Federal Services, Post Office, and Civil Service, Committee on Governmental Affairs, U.S. Senate /

"May 1988."

Private pension plan reform : a summary of the Employee Retirement Income Security Act of 1974 (ERISA) /

"November 12, 1981."

Summary plan description requirements under ERISA : a guide and checklist for employee benefit plans.

Cover title.

Federal employee attitudes.

Mode of access: Internet.

Professional status, employee attitudes and multiple identifications at work

We conducted two studies exploring the influence of professional status on three targets of organisational identification. In the first study, 180 employees from a large metropolitan hospital completed an organisation-wide survey. As predicted, employees belonging to high-status professional groups reported higher levels of identification with their profession, followed by their work unit and the organisation. In contrast, employees belonging to low-status professional groups reported higher levels of identification with their work unit and the organisation, compared to their profession. Identification with the various targets was also associated with higher levels of job satisfaction and organisational commitment, and lower levels of uncertainty and emotional exhaustion. In the second study, 60 employees from the same hospital took part in semi-structured interviews to further explore issues relating to professional identification. In line with the results of the first study, the professional group was viewed as a central target of identification at work, particularly for those employees belonging to high status professional groups. Professional identification was also identified as a conduit for social meaning and a signifier of intergroup boundaries. Implications for the management of multiple identifications and heterogeneous teams are discussed.