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Copyright of GWP: Gesellschaft Wirtschaft Politik is the property of Verlag Barbara Budrich GmbH and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The aim of this study is to determine the mediating role of job enrichment on relation between organizational loneliness and organizational commitment. The data used in this study were collected with three scales applied to 217 personnel of the MKE Brass Factory Directorate in Kırıkkale province and the analysis of the established model was done by Structural Equation Modeling. At the end of the study, it is concluded that job enrichment has a full mediating effect between organizational loneliness social deprivation and organizational commitment continued and normative commitment and between organizational loneliness social deprivation and organizational commitment continued and emotional commitment; has a partial mediating effect between organizational loneliness social deprivation and organizational commitment emotional commitment and between organizational loneliness social deprivation and organizational commitment continued and normative commitment. As a result of the Sobel Test conducted in relation to the relationships between the variables with partial mediating effect; it is determined that there is no meaningful relation between organizational loneliness social deprivation and organizational commitment emotional commitment and between organizational commitment emotional commitment and organizational commitment continued and normative commitment and therefore job enrichment has no mediating effect among these variables.

Copyright of Zeitschrift für Personalforschung is the property of Sage Publications Inc. and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Zeitschrift für Personalforschung is the property of Sage Publications Inc. and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This is the second article resulting from a doctoral study on the phenomenon of stress. In the first article, the focus was specifically on stress amongst employees at a tertiary training institution. In this second article the researchers reflect on the effectiveness of the current Stress Management Programme (SMP) at this tertiary institution and illustrate that participation in this specific programme contributes to a more positive experience of quality of work life amongst employees. [ABSTRACT FROM AUTHOR]

This article presents a continuation of an article from the October 1974 issue of this journal. The author discuses the theories and techniques of personal planning. The humanization of work life is discussed, and the role that income, promotions and motivation has in promoting job satisfaction. The author also discusses the overarching problems affecting work life.

This article presents the third part of a report on research conducted in order to help humanize work life in West Germany. The goals of the program are to formulate the data, develop technology that supports human rights, and to formulate ideas and models for the businesses and the layout of workspaces. The program focuses specifically on machine security, eliminating negative environmental influences and ensuring job satisfaction.

This article presents the second part of a report on research conducted in order to help humanize work life in West Germany. The goals of the program are to formulate the data, develop technology that supports human rights, and to formulate ideas and models for the businesses and the layout of workspaces. The program focuses specifically on machine security, eliminating negative environmental influences and ensuring job satisfaction.

This article presents a brief report on research conducted in order to help humanize work life in West Germany. The goals of the program are to formulate the data, develop technology that supports human rights, and to formulate ideas and models for the businesses and the layout of workspaces. The program focuses specifically on machine security, eliminating negative environmental influences and ensuring job satisfaction.

The article continues an article of the same title in the January 1979 issue of "Sozialer Fortschritt." The contribution discusses East and West German workers' legally sanctioned participation in co-determination and self-governing aspects of the workplace and allied working conditions. The two systems are compared in terms of the legal rights of workers to influence management in such matters as work structure, job rotation and enrichment, and work optimization and humanization.

The article discusses East and West German workers' legally sanctioned participation in co-determination and self-governing aspects of the workplace and allied working and living conditions. The two systems are compared in terms of the legal rights of workers' to make suggestions to influence management in such matters as work structure, job rotation and enrichment, and work optimization and humanization..

This article discusses the pay scale politics (Tarifpolitik) of the Deutsche Gewerkschaftsbund (DGB), which was a topic of heated debate in the postwar years in Germany. The goal of the debate was to provide a quality of life income to workers in order to help them rebuild their lives and the country. Heinz O. Vetter, the director of the DGB, wants to further promote the quality of life in the workplace.