Employment projections for all occupations in Maine, 1992 to 2005 : a supplement to Industrial and occupational employment projections for Maine, 1992 to 2005 /

Chiefly tables.

Maine's employment outlook, 1994 to 2005 : industrial and occupational employment projections.

"EDR-33"--Cover.

Results-oriented cultures : implementation steps to assist mergers and organizational transformations : report to Congressional subcommittees /

GAO-03-669.

Maine employment outlook : 2000 to 2010 : industrial and occupational employment projections.

"Issued June 2003"

Maine employment outlook 2002 to 2012 : industrial and occupational employment projections /

"Issued December 2004."

Annual report of the Bureau of Industrial and Labor Statistics

1893-1910 include "Report of the inspector of factories, workshops, mines and quarries," 1893-1910

The foundations of normal and abnormal psychology,

Mode of access: Internet.

Lectures on human and animal psychology

Mode of access: Internet.

National Study of Social Welfare and Rehabilitation Workers, Work, and Organizational Contexts; Working Papers

Mode of access: Internet.

Draft work system design handbook : a guide for integrating technology with human and organizational factors.

"3-91."

Industrial and Labour Information

Merged Into International Labor Review

Technical and economic status of magnesium-lithium alloys; a report to industrial and defense management,

NASA SP-5028.

Individual and Organizational Factors Influencing Technology Adoption for Construction Safety

Thesis (Master's)--University of Washington, 2016-06

Consequences of feeling dissimilar from others in a work team

This study extended the current literature on group diversity by examining the moderating influence of perceived group openness to diversity on the relationships between perceived individual visible, informational, and value dissimilarity; individual task and relationship conflict; and work group involvement. A survey was administered to 129 public service employees who worked in intact teams. Results revealed that value dissimilarity had a positive association with task and relationship conflict and a negative association with work group involvement. Perceived group openness to diversity moderated the associations between visible and informational dissimilarity and work group involvement, and between value dissimilarity and task conflict. These results highlight the importance of managing differences by introducing norms promoting diversity and the involvement of all team members.