A TOTAL OF 254 USABLE QUESTIONNAIRES WERE OBTAINED FROM 312 COMPLETED. THE SIX MAJOR CATEGORIES OF STORE TYPES REPRESENTED WERE DEPARTMENT STORES (23.5 PERCENT), CLOTHING STORES (15.6 PERCENT), DRUGSTORES (14.7 PERCENT), DISCOUNT DEPARTMENT STORES (10.8 PERCENT), GROCERY STORES (6.4 PERCENT), AND HARDWARE STORES (5.6 PERCENT). ABOUT 66 PERCENT OF THE STORES REPORTED AN ANNUAL SALES VOLUME UNDER $500,000. OF THE RETAILERS IN THE SURVEY, 45 PERCENT SAID SHOPLIFTING ACCOUNTS FOR 25 PERCENT OR MORE OF TOTAL SHRINKAGE, WHILE 83 PERCENT SAID EMPLOYEE THEFT ACCOUNTS FOR LESS THAN 2 PERCENT OF TOTAL SHRINKAGE. BASED UPON FINDINGS OF PREVIOUS STUDIES, MANY OF THE RESPONDENTS WOULD APPEAR TO BE UNDERESTIMATING THE EXTENT OF EMPLOYEE THEFT. REASONS GIVEN BY RESPONDENTS FOR EMPLOYEE THEFT ARE COMPARABLE TO THOSE DESCRIBED IN PREVIOUS STUDIES; LACK OF ADEQUATE PAY, UNEXPECTED EXPENSES, AND GENERAL 'HARD TIMES' WERE CITED. THE IMPERSONAL CHARACTER OF BIG BUSINESS AND CRIMINAL ASSOCIATES WERE ALSO INDICATED TO BE REASONS FOR EMPLOYEE THEFT. PREVIOUS STUDIES INDICATE THAT THE VALUE OF THE ITEM TAKEN HAS A SUBSTANTIAL INFLUENCE ON THE EMPLOYERS' PERCEPTIONS OF WHAT CONSTITUTES STEALING, THAT VALUE HAS LITTLE EFFECT ON THE EMPLOYEES' ADMISSION THAT STEALING HAS OCCURRED. FURTHER, EMPLOYERS REPORT THEY WOULD BE MUCH MORE STRINGENT IN THEIR PUNISHMENT OF EMPLOYEES WHO STEAL THAN WOULD THE EMPLOYEES THEMSELVES. EMPLOYEE THEFT COULD BE REDUCED BY MAKING IT MORE DIFFICULT FOR EMPLOYEES TO STEAL OR BY CREATING INCENTIVE SYSTEMS TO ENCOURAGE REPORTING OF FELLOW EMPLOYEES OBSERVED STEALING. OTHER TACTICS FOR REDUCING EMPLOYEE THEFT INCLUDE INCREASING EMPLOYEE PAY AND IMPROVING RELATIONSHIPS BETWEEN EMPLOYERS AND EMPLOYEES. TABULAR DATA ARE PROVIDED. (RCB)