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The purpose of this paper is to provide evidence from the experiences and the literature on organizational change and transformation to implement and sustain Lean higher education (LHE) initiatives designed to benefit the university, its employees, and the individuals it serves.

The authors present organizational development literature and examples of success and challenges to better support the effective application of LHE.

The authors address the importance of and techniques for first, assessing and improving institutional readiness; second, enhancing leadership awareness, understanding, and support for LHE; third, strategic planning, Lean leadership, and getting help for LHE; and fourth, facilitating an institution-wide transition to LHE.

A structured, step-by-step approach offers practical guidance for implementing institution-wide Lean initiatives in HE.

The purpose of this paper is to discuss the importance of norms and inference, while providing national overall and subgroup norms for the updated Job Descriptive Index and Job in General measures of job satisfaction.

A stratified random sample was drawn from an online panel to represent the US working population on key variables. Validity evidence is provided. Determination of subgroup norms was based on practical significance.

The revised measures fit the theorized model and patterns of results are consistent with the literature. Practical subgroup differences were found for some stratification variables. Subgroup norms are made available; the first US overall norms are provided.

An updated job satisfaction measurement system is made available, complete with nationally representative overall and subgroup norms. A major limitation and direction for future research is the lack of norms for other nations.

The revised measurement system is available for use in practice. National overall norms improve decision-makers’ ability to infer respondents’ relative standing and make comparisons across facets and employees. The JDI is useful for dimensional diagnostics and development efforts; the JIG is useful for evaluating overall job satisfaction levels.

By facilitating valid inferences of job satisfaction scores, the revised measurement system serves to enhance the quality of life at work.

The authors provide the only publicly available job satisfaction measurement system that has US national overall norms.

This study's purpose is to explore the difference in employee voice behavior along with its modalities and employee perceived control in a remote vs an in-office work situation.

Employees who worked remotely and in-person at a local municipal government in the Great Lakes Region of the United States were surveyed.

Findings suggest voice behavior and perceived control are stable attitudes and not impacted by a move from in-person to remote work. Participants indicated both Zoom staff meetings and Zoom one-to-one meetings with their supervisor were important; however, only Zoom one-to-one meetings with the supervisor were indicated to be satisfactory.

This study suggests that organizations considering moving some of their operations to a fully remote work situation would not experience differences in employee voice or perceived control. Implications related to utilizing specific communication modalities are also discussed.

This is the only study that focuses on differences in employee voice, its modalities and perceived control comparing in-person vs remote work.