This article explores three interconnected decisions related to early retirement- the decision whether to leave a long-term job prior to age 65. the decision whether to accept bridge employment, and the decision whether to obtain bridge employment in the same industry or occupation as the last job- and the relationships among these three decisions and adjustment to retirement. In addition, this article examines the key variables that influence these three decisions, integrating previous research on individual-level, family-level, job- and career-related, organization-level, and environmental-level factors. The article concludes with an examination of methodological issues in the study of early retirement decisions and provides directions for future theory development.

2 Of the many frustrations of any editor, surely, avoidable delay is the greatest. And this frustration is almost infinitely compounded when in the interim an unexpected death occurs. Professor Ferguson sent this manuscript as a draft; certain questions which he raised in the accompanying letter would normally have been resolved in the exchange of two or three letters or 'phone calls. I placed one call to learn he was ill; rather than press the query, I delayed. When next I 'phoned, I was shocked to learn of his completely unexpected and therefore all the more untimely death. Because the draft he sent contains so much of his own style and vigor, I have elected to print it in this incomplete form. The points he raised in his letter remain unclarified. In the face of this series of events, I have asked Professor Nell to undertake the task initially given to Ferguson. The two rarely saw things in the same way. Thus, the choice of Nell was not intended to finish Ferguson's incomplete assessment. I mention the foregoing simply to explain the unique treatment in these review essays. Of Charles Ferguson's death so little can be said-he was an ebullient souil, and a man of significant originality. -M. P.

Kirk O'Hara, C. Merle Johnson, Terry A. Beehr, Organizational Behavior Management in the Private Sector: A Review of Empirical Research and Recommendations for Further Investigation, The Academy of Management Review, Vol. 10, No. 4 (Oct., 1985), pp. 848-864

Previous research literature is reviewed in light of certain weaknesses and inadequacies of drive theory explanation, indicating a need for a more cognitive approach. A more cognitive model, constructed in an expectancy theory framework, is presented as a plausible alternative explanation for possible effects of social facilitation on employees. Recommendations are made regarding directions of future research for testing the model.

Abstract The article presents information on some problems of labor union auditing. Organized labor has traditionally regarded criticism of its financial machinery as an attempt on the part of employer groups to weaken its influence and bargaining power. The unions believe that much of the criticism has not been of a constructive nature and has emanated from those whose economic interests were, prior to the present war emergency and the resultant cooperation between labor and management, opposed to their own. Along with this has gone a hesitancy to engage independent auditors who, because their work is closely connected with business enterprises, have been associated in the thinking of labor union members with employers who may have done everything in their power to discourage or destroy organization among their employees. Many unions that engage independent public accountants require that audits be made monthly. In some cases the audits are made by a board of trustees selected by the union membership at regular elections or by special auditing committees elected each time an audit is required.

Reviews the book "Corporate Earning Power in the Current Depression," by William Leonard Crum.

Reviews the book "Trading on the Equity by Industrial Companies," by Charles L. Jamison.