Although a great deal of research has addressed the issue of outcome "fairness," relatively little has been done to illuminate the relationship between perceptions of outcome fairness (distributive justice), organizational systems fairness (procedural justice), job satisfaction, and intent to turnover. This paper isolates the empirical relationships between the types of perceived fairness, critical work attitudes, and intent to turnover using a sample of 88 employees in technical fields such as computer assisted design, product testing and assurance, and computer equipment repair. Intent to turnover was found to be most sensitive to perceptions of procedural justice. Implications of these results for managers are discussed.

Critical to the success of any nursing organization is productivity and healthcare service enhancement. The author discusses one hospital's use of a team-based, problem-solving procedure, which was effectively applied by a team of middle managers from nursing and the laboratory to address the problem of the timely recording of laboratory results onto patient charts. The problem-solving team was able to save the hospital more than $23,000 in labor and materials by following the procedure detailed in the article.

Organizational research on volunteers has most often been concerned with profiling the characteristics of the "ideal volunteer" for various volunteer activities. While these studies lead to improvements in the organizational processes of volunteer re cruiting and training, they do not illuminate the psychological processes which underlie organizational commitment among volunteer workers. This research examines the personality, job characteristics, and attitudinal antecedents of organi zational commitment for volunteers. The findings indicated that job satisfaction, work autonomy, job involvement and feedback from the work itself were strong pre dictors of organizational commitment. These results are discussed relative to the management of volunteers.

The study of Type A behavior (Friedman & Rosenman, 1974) is developing a research tradition in related streams of literature in organizational behavior. The predictive characteristics and diversity of these studies are encouraging since they signal improved understanding of the organizational, personal, and economic effects of coping with work-generated tension and stress. The research presented here is consistent with these scholarly developments. The research attempts to illuminate the relationships between: (1) Type A behavior (Friedman & Rosenman, 1974), (2) role conflict and ambiguity (Rizzo House, & Lirtzman, 1970), (3) Locus of control (Rotter, 1966), (4) symptoms of adaptation to stress, and (S) tension discharge rate (Rose, Jenkins, & Hurst, 1978). The relationships between these constructs are studied in three samples: (1) registered nurses, (2) executive MBA students, and (3) female middle level managers in the telecommunications industry. Excellent comparative results were obtained across the occupational groups. Type A behavior and symptoms of adaptation to stress were strong predictors of tension discharge rate. Role variables played a less significant predictive role. These results are discussed relative to current research on adaptation to job stress.

Boundary-spanning activities were studied in 15 organizations engaged in basic and applied research. Included in the study were 281 scientists and engineers. Contrary to prior theory and research, this study found bound-ary-spanning activities to be unrelated to job satisfaction. It was strongly related to perceptions of research and development team collaboration, job motivation, task uncertainty, locus of control, team cohesiveness, and individualproductivity. The research reported here makes a strong case for including group processes and characteristics in future studies involving boundary-spanning activities. The results also give increased impetus to re-search which examines the relationships between boundary-spanning activi-ties and individual productivity.