COMMENTS ON THE LONG-TERM PROJECTIONS FOR U.S. AGRICULTURE

Farm Management,

Relationships between Time Management, Control, Work–family Conflict, and Strain

This article incorporates recent research regarding time management into a model of work–family conflict. The authors hypothesized that 3 types of time management behavior would have both direct and indirect (through perceived control of time) relationships, with work interfering with family and family interfering with work. It was also hypothesized that both of these types of work-family conflict would be related to the strain outcomes of job dissatisfaction and health complaints. This model was tested with a sample of 522 workers. In general, the hypothesized relationships were supported

Recruiting Older Workers: Realities and Needs of the Future Workforce

This chapter examines literature pertaining to the recruitment of older workers. It begins by addressing the question of relevance and why older worker recruitment matters. It then examines what is known about older workers, including their attitudes, motivations, and behaviors. Next the chapter addresses what employers are looking for in older workers and, more specifically, discusses the continuum of employers’ practices from those that aggressively try to attract and retain older workers and apply a conservation model of older worker management to those that apply a depreciation model and focus primarily on retrenchment and downsizing older employees. Finally, it addresses how employers can recruit older workers through changes in organizational policies and practices

Aging, Retirement and Human Resources Management: A Strategic Approach

This chapter introduces the organizational view of retirement by exploring the relationship between organizational strategy and human resource management decisions regarding retirement. The authors begin with an overview of organizational strategy and discuss two methods used to plan for an aging and retiring workforce. Several key human resource decisions related to retirement are then addressed. In the pre-retirement phase, the role of HR In helping employees to prepare for retirement Is discussed, focusing primarily on financial planning and other retirement-related benefits. Next, human resource decisions pertaining to managing a retirement-ready workforce are discussed, addressing specifically the issues of knowledge transfer and motivating performance. Finally, interactions with individuals after retirement are discussed by looking at recruitment and bridge employment

Putting off Tomorrow to Do What You Want Today: Planning for Retirement

In this article we note that in the coming years, a larger number of people will be experiencing retirement for a longer period of time than ever before and that despite this fact, many will find themselves unprepared for this stage of their lives. We review the literature on retirement preparation, structuring our review around the key questions that need to be addressed when planning for retirement: (a) What will I do? (b) How will I afford it? (c) Where will I live? and (d) Who will I share it with? We make a number of suggestions for research and practice. We conclude that although psychology has begun to play a role in understanding and addressing retirement preparation, there are considerable opportunities for psychologists to engage with this issue in their research and applied work

COLD-SAT dynamic model

This report discusses the development and underlying mathematics of a rigid-body computer model of a proposed cryogenic on-orbit liquid depot storage, acquisition, and transfer spacecraft (COLD-SAT). This model, referred to in this report as the COLD-SAT dynamic model, consists of both a trajectory model and an attitudinal model. All disturbance forces and torques expected to be significant for the actual COLD-SAT spacecraft are modeled to the required degree of accuracy. Control and experimental thrusters are modeled, as well as fluid slosh. The model also computes microgravity disturbance accelerations at any specified point in the spacecraft. The model was developed by using the Boeing EASY5 dynamic analysis package and will run on Apollo, Cray, and other computing platforms

Student Withdrawal: Test of an Integrated Model

This study examined a model of student withdrawal that integrated the major elements of Tinto\u27s (1975) Student Integration Model and Bean\u27s (1982, 1983) Industrial Model of Student Attrition. In a sample of 315 college freshman, the results of a path analysis indicated that both social and academic integration were related to satisfaction but only academic integration was related to commitment. Neither social nor academic integration had significant direct effects on intention to withdraw. Further, of the two attitudinal variables, satisfaction was related to intention to withdraw, however, commitment was not. These findings support the integrated model of student withdrawal

Treatment of Choice or A Last Resort? A Review of Residential Mental Health Placements For Children and Adolescents

Residential treatment is often regarded as a treatment of ‘last resort’ and, increasingly, residential treatment programs are being asked to address the needs of very troubled children and adolescents. This paper is an effort to summarize what is currently known about the effects of residential treatment for children and adolescents. The review is organized into two sections: studies of the effectiveness of group home residential treatment and studies of the effectiveness of residential treatment delivered in residential treatment centres. In both areas, we attempt to identify trends within treatment, as well as patterns found in the literature that characterize post residential treatment adaptation. We also discuss several additional factors that appear to share a relationship with residential treatment outcomes crossing both short-term and long-term trends. We conclude our review with suggestions for future directions in residential treatment for children and adolescents

STRUCTURAL DEVELOPMENTS IN THE U.S. GRAINS SUBSECTOR

Industrial Organization,