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Due to declining birth rates and increasing life expectancies, the developed countries can expect progressively ageing workforces comparative to those of Canada and the USA. As a result, employers will be less able to draw on a relatively inexpensive, younger labour force for replacements, and in order to maintain current employee levels there will be a greater need for the increasingly ageing working population to stay at work longer. An outline of some of the age‐related regulatory practices of the USA may indicate the way ahead for other developed countries as they try to introduce greater governmental protection of their older workforces.

Important Americans with Disabilities Act (ADA)‐related issues that derive from the case law are described and analyzed with the aim of providing guidance both for those responsible for establishing organizational policies, procedures, and practices.

A total of 50 influential court cases spanning the past ten years are reviewed and synthesized to better understand the current and future impact of the ADA.

Better understanding of ADA can help employers both avoid costly litigation and take advantage of a segment of the US labor market that has not yet been fully utilized.

This paper helps practitioner and researchers better understand the organizational implications of the ADA. Better understanding the current case law should lead to employer policies, procedures, and practices that facilitate the better utilization of the qualified disabled work force without compromising employer concerns related to productivity and other job‐related outcomes.

Despite years of advice from researchers that trainee reactions provide training evaluation information that is of very limited use, trainee reactions remain the most commonly used measure of training effectiveness. Because the technology that supports online training facilitates the collection of trainee reaction information during and after training, organizations will likely expand their use of trainee reactions in training evaluation. Thus, the need to understand the utility of trainee reactions in online training is significant. The purpose of this study is to propose a model of trainee reactions based upon the theory of reasoned action and the technology acceptance model.

The model was tested using students participating in online training courses provided by a large landscaping company based in the USA.

Analyses provided partial support for the model. Findings include a negative relationship between computer anxiety and pre‐training motivation, a positive main effect on perceived effort for both pre‐training motivation and trainee reactions, and a positive relationship between trainee reactions and intent to take future online courses.

The generalizability of the results of this study is limited due to the use of student subjects. Also, a small sample size limited the ability to test the full model using path analytic testing.

These results provide meaningful guidance both for researchers and for practitioners responsible for the design and implementation of online training courses.

The Spring 1984 issue of Public Personnel Management includes an article by Joy Ann Grune and Nancy Reder entitled “Addendum — Pay Equity: An Innovative Public Policy Approach to Eliminating Sex‐Based Wage Discrimination”. The authors are both members of the National Committee on Pay Equity, founded in 1979. The article explains the goals of the National Committee, the extent of the problem, reviews the new approaches and solutions in place or underway, and looks at the challenges facing public policymakers and advocates of pay equity.

Nearly 20% of the issues the US Supreme Court is expecting to decide this year involve labor‐management issues such as discrimination, sexual harassment, wrongful termination, and employee testing. Many of these issues will have direct impact on human resource managers in how they administer their personnel policies. The purpose here is to provide information on the most current legal decisions affecting employee‐employer relationships so that sound, intelligent decisions can be made regarding these issues.

This study examines an issue that confronts most instructors in the first financial accounting course at the postsecondary level, that is, some students have had a high school accounting course, while others have not. Specifically, this study investigates the effect a high school accounting course has on student performance in their first postsecondary level financial accounting course (midterm examinations and course grades). The results suggest this relationship is significant and positive, yet must be interpreted carefully. For example, scholastic aptitude, time management skills, and other intrinsic values also play an important role in student achievement.

Discusses the concept of consensual relationships, listing reasons why these cause problems. Looks at the issues from the viewpoint of female students separately. Covers denial, before providing a list of suggestions for counsellors and educators.

With the rapid growth of e‐commerce, governmental and corporate agencies are taking extra precautions when it comes to protecting information. The development of e‐security as a discipline has enabled organisations to discover a wider array of similarities between attacks occurring across their security environment and develop appropriate countermeasures. To further improve the security of information, there is a need for conceptualising the interrelationships between e‐security and the major elements involved in changing a company's infrastructure. Organisations should act in an ethical manner, especially when it comes to e‐security and e‐privacy policies, procedures, and practices. The consequential theory of utilitarianism is used and applied to a conceptual model to help explain how organisations may develop better secured information in an information‐sharing and globally networked environment.

One major purpose of performance appraisals is to determine individual merit, especially where pay for performance systems are employed. Based upon expectancy theory, high performance ratings should entail high merit increases while low performance ratings result in low merit increases. However, it appears that decoupling performance ratings and merit increases is a common practice, as evident from a survey that was administered to knowledge workers at multiple sites in Pittsburgh, Pennsylvania, USA. Human capital themes that appeared to be fair and/or equitable among the sampled knowledge workers, using a grounded theory approach, included the following collective concepts: marginal, actual performance, good reviews associated with good raises, nice raises, management's reviews are partly or mostly objective, employee intrinsic motivation, attitude, years of service, and appropriate education level. Negative aspects of the performance/reward systems were also explored. Associated training suggestions included constant attention by management that keeps the coupling of performance evaluations and motivational/incentive pay systems alive and well, as well as a system to track corporate goals that allow management to compare training, performance metrics, employee retention, and other data with company‐wide goals and employees’ expectations.