ISSN:1044-8004    

DOI:10.1002/hrdq.3920100402

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1999

数据来源: WILEY

摘要:

AbstractAlthough research has indicated no substantial differences between the behaviors of male and female leaders, differences exist in perceptions of these behaviors. Leadership continues to be described in stereotypically masculine terms, although some evidence exists that an androgynous leadership style also may be related to perceptions of leadership. This study examined whether self‐perceptions of masculine gender role characteristics would predict individuals who were perceived by others as leaders on a team project and if other self‐report measures might be used instead to predict leadership. Results indicate that both attitude toward leadership and leadership experience were stronger predictors of leader emergence than masculine gender r

ISSN:1044-8004    

DOI:10.1002/hrdq.3920100403

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1999

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920100404

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1999

数据来源: WILEY

摘要:

AbstractThe turbulence caused when a company downsizes places unusual demands on training and development personnel. For their efforts to be successful in such an environment, these professionals must understand the effects of down‐sizing on the survivors. Studies of the impact of downsizing on the behaviors of survivors have yielded mixed results. We propose and test a model that focuses on job motivation as well as past and future downsizing factors. The results indicate that job motivation dominates the downsizing factors, which may explain why the findings of previous studies are mixed. The implication is that job design that promotes empowerment and intrinsic motivation is more important than the effects of downsizin

ISSN:1044-8004    

DOI:10.1002/hrdq.3920100405

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1999

数据来源: WILEY

摘要:

AbstractAn overlooked aspect of multiple regression research using employee‐provided data is the potential for microlevel bias that can influence regression results. This article demonstrates the potential impact of influential observations using a case study and outlines an improved procedure for identifying which influential observations to delete. Because human resource research frequently asks employees to provide information about themselves or others, the potential for microlevel bias is almost always present. Increased attention to evaluating influential observations and outliers is suggeste

ISSN:1044-8004    

DOI:10.1002/hrdq.3920100406

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1999

数据来源: WILEY

摘要:

AbstractMany studies offer insights into the relationship between employee turnover and organizational commitment and job satisfaction. Such variables predict turnover, but they do not offer possible solutions to the problem of excessive turnover. The study reported in this article addressed employee turnover in a textile plant as a multifaceted performance issue, identified various causes of turnover through a performance analysis, and analyzed the results of implementation of multiple interventions that were designed to alleviate high turnover among trainees.

ISSN:1044-8004    

DOI:10.1002/hrdq.3920100407

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1999

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920100408

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1999

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920100409

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1999

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920100410

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1999

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920100401

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1999

数据来源: WILEY