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One major issue in human resource development (HRD) is to determine factors that predict the performance of employees. The primary purpose of this study was to determine how level of education Results (1994) in an effort to lead organizations to high performance. The guide provides elements of high-performance workplaces using empirical evidence from successful companies to develop workplace practices that lead to high performance (Lowthert, 1996). The Office of the American Workplace (OAW) grouped these practices into three major categories: skills and information; participation, organization, and partnership; and compensation, security, and work environment. These categories cover organizational characteristics that apply to the transport industry in Kenya, a developing country. In this study, performance refers to the way in which the transport industry in Kenya 265

A food‐processing corporation hosted on‐site General Educational Development (GED) programs. Despite a monetary reward for completing the time‐and‐achievement criteria established by the host corporation, student retention was low. This study suggests that on‐site program planners should address the social environment of the workplace as a factor influencing student retention in GED programs conducted in workplace locations. The research examined the workplace socialization factors that affected whether 151 former students became program finishers or dropouts. Sixty‐eight former students participated in the study. Thirty‐one of the respondents were classified as program finishers, and 37 were classified as dropouts. The respondents completed a sociometric instrument that delineated their previous educational levels, their in‐plant networks' educational levels, and their in‐class clique status. A chi‐square test found a relationship between clique‐membership status and retention ([1, N = 68] = 10.83, p < .001). An analysis‐of‐variance (ANOVA) test found that the educational levels of the finishers' networks differed from those of the other groups, (F[3, 218] = 10.17, p < .01).

Limited research has addressed the issue of truckdrivers and their performance regarding highway safety in terms of reduced number of crashes per driver. The primary purpose of this study was to determine how tractor trailer truck drivers' job performance could be improved while at the same time ensuring increased revenue for the transportation companies employing them. The target population for this study comprised of tractor‐trailer truck drivers employed by a leading transportation company in the United States. The data used in the study included demographic, human capital, compensation and workplace variables. The results of this study should be useful to several individuals, organizations and the entire U. S. economy. The transportation companies should benefit by knowing the factors that predict good job performance for the drivers. This should assist management in designing work conditions or other activities that promote good performance in terms of reduced crashes and improved productivity of the drivers.