<p class="MsoNormal" style="text-align: justify; margin: 0in 0.5in 0pt;"><span style="font-family: &quot;CG Times&quot;,&quot;serif&quot;; font-size: 10pt;">Previous research examining employee commitment has focused primarily on organizational commitment, with a limited number of studies investigating professional and professional association commitment.<span style="mso-spacerun: yes;">&nbsp; </span>In the present study, the effects of satisfaction with human resource practices and employee empowerment on organizational, professional, and professional association commitment were examined.<span style="mso-spacerun: yes;">&nbsp; </span>Overall, the findings support the distinctiveness of each domain.<span style="mso-spacerun: yes;">&nbsp; </span>Satisfaction with human resource practices and employee empowerment exhibited a strong relationship with organizational commitment.<span style="mso-spacerun: yes;">&nbsp; </span>Employee empowerment was more strongly related to professional association commitment than satisfaction with human resource practices.<span style="mso-spacerun: yes;">&nbsp; </span>Professional commitment more closely resembled the pattern of results found with organizational commitment, but fewer significant relationships existed. Several avenues for future research are discussed.</span></p>

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The purpose of this paper is to analyze the need to incorporate a ioreign language component in tertiary, post high school, international business program curricula. The value of a foreign language in international business programs is analyzed from the perspectives held by international business executives, managers, and other employees; national commissions on education; and academic administrators and faculty. The authors conclude that the inclusion of a foreign language component belongs in undergraduate education and that it may best be included as a prerequisite in graduate programs.

Identifies the contrasts and similarities between the American Indian and Anglo American style of leadership. Finds the results show differing values in areas of communication, strategic initiative, technology, decision‐making, and vision. Discusses the implications for enhancing American Indian/Anglo American relationships in light of these differences.

This paper presents a technique whereby a small business (i.e. a one‐cash register operation) can reduce customer waiting‐line time dissatisfaction in the purchase stage of the consumer decision process. When the queue length reaches or exceeds critical value N*, another employee is temporarily transferred to the role of ‘server assistant’ to increase the effective service rate; when the queue length eventually decreases to a second critical value N*, the server assistant returns to primary duties. An optimal customer‐reneging decision model is utilized to model the reneging character of the queue. Simulation experiments confirm key hypotheses concerning the behaviour of the queue and compare the effectiveness of a computed (N*, N*) policy with that of alternatives.